July-August 2022 - 12

Paratransit
Looking from the outside in, we must
ask ourselves, do we appear to be a disability-friendly
organization? Specifically:
* Accessible facilities and services -
are they accessible and amply
marked with accessible, directional
signage? Are bathrooms
accessible? Workspaces? Meeting
rooms? Emergency evacuation
plans? Transportation?
* Accessible information - are materials
for employees, customers
and other correspondents
produced and offered in
accessible formats? Is the
website accessible? Customer surveys?
Emails and attached documents? Videoconferencing
and other software?
* Technology - do we have an
awareness of existing assistive
equipment and how to
obtain it for employee use?
* Marketing - are people with disabilities
featured in images of the workforce
and customer environment? As
spokespersons?
* Job advertisement - do ads
include " minorities, women
and persons with disabilities
encouraged to apply? "
Do we place ads where people
with disabilities will find them?
* Job fairs - do we have ADA personnel
on site; accessibility accommodations;
and/or participation of advocacy
organizations?
* Job descriptions - do they include physical/mental
ability requirements? Are we
asking for the appropriate skill for the job
(or are we asking for more than necessary
to get the job done or for skills/
experience that are not relevant
to the work being performed)?
Are there positions available
within the organization that can be held
by people with disabilities?
* Training - do we have people with disabilities
participating in the training provided
to the workforce for ADA compliance,
sensitivity and safety instruction?
Paratransit eligibility? Travel training?
Emergency procedures and drills?
* Compliance - are people with disabilities
included and engaged in self-assessments
of items such as 508 compliance
of web sites and other materials? ADA
requirements?
* Diversity, equity and inclusion policies
and programs - is disability included?
* Leadership - does it include people with
disabilities? Is there a career path?
* Equal opportunity - although tracking
of employment of people with disabilities
is not required to the same extent as those
protected classes under the Civil Rights
Act, do we have a goal or metric for this?
* Community engagement - do we have
or use an advisory committee to vet issues
that could be impactful on riders
with disabilities? Do we share ridership
and other pertinent data with them to
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July-August 2022

Table of Contents for the Digital Edition of July-August 2022
