If you're interested in architecture, there's plenty of material available on accommodating physical disabilities. But individual work stations? Lots less, even though the work station is the focal point of just about everyone's day at the office.

Supplying effective workplaces for people with disabilities is a growing concern. The U.S. government estimates that as many as one of every six Americans may have a disability of some sort; this population will certainly increase as the work force ages.

Of course, many businesses have already discovered that workers with disabilities make excellent employees. A recent Louis Harris and Associates survey revealed that 77 percent of line managers rate workers with disabilities as equal to or more productive than their non-disabled peers. But legislation has intensified awareness of the critical relationship between employers and employees with disabilities. The Americans with Disabilities Act (ADA) guides U.S. businesses in protecting the civil rights of disabled persons in the workplace; Canadian Human Rights Codes also strive for full integration of disabled persons in the workplace.

In the office environment, such legislation mandates a practice that many employers have long recognized as good business: the elimination of barriers that prevent people with disabilities from fully contributing to the success of the enterprise.

Defining "Disability"
The ADA describes a person as "disabled" if he or she has a "physical or mental impairment that substantially limits that person in some major life activity"--such as seeing, hearing, talking, walking or performing certain tasks. By this definition, people with some repetitive-stress injuries (advanced carpel tunnel syndrome, for example), histories of heart disease or AIDS could be classified as disabled.

Both the ADA and Canadian codes are based on the premise that persons with disabilities should have full access to the space, tools and interaction required to perform their jobs effectively. These codes direct employers to make reasonable accommodations for the known physical and mental limitations of an otherwise qualified individual with a disability. Two Approaches Two related approaches can help provide work stations that truly enable people to do their jobs.

First is the creation of accommodating standards. Work station design standards can be written or revamped to meet a broad spectrum of needs caused by disabilities if you anticipate the likely obstacles. Designing this kind of flexibility into work station standards can solve problems before they arise, saving dollars that might be required to "retrofit" existing work stations. And proactively implementing this approach should pay big dividends for years to come, as the average age of members of the work force increases.

The second approach is making individual adjustments. Modifying just one or two work station elements often will do the job. For example, you may need to lower overhead storage cabinets and bookcases for a person with limited use of lower extremities, or adapt drawer hardware for a person with limited use of the hands. Of course, if work station standards already address a broad range of needs, retrofiting or modifying workstations will not be required as much--or as often.

These steps can help you respond to the needs of disabled persons:

• Encourage people to ask for what they need in the way of work station support.
• If someone asks for better work station support, interview him or her to define work station needs. Consider work surface height, access to files and drawers, seating adjustability and other needs.
• Develop a plan for work station modification; review the plan with the employee involved.
• Implement the plan, then conduct a review with the employee to ensure that all the needs are met (and don't forget to conduct periodic reviews to keep pace with any needs for additional modification.

Low Cost, High Return
Many companies are pleasantly surprised by the low cost of modifications. Many adjustments--a footrest, a lowered telephone, an adjustable-height work surface--are quick and inexpensive. A survey conducted by the Job Accommodations Network shows that almost 78 percent of work site modifications made to accommodate workers with disabilities cost less than $1,000, while 31 percent of modifications cost nothing. Only one percent of modifications cost more than $5,000.

The bottom line is that virtually every North American company will face increasing need to accommodate workers with disabilities. The costs are not necessarily high, and the benefits go far beyond just avoiding penalties by law. Businesses that embrace the spirit of the law gain access to needed human resources, while ensuring that millions of qualified individuals fully participate in the work force.

Work Stations that Work It's relatively easy to adapt work station standards to accommodate people with disabilities. The work stations illustrated here were developed by Steelcase and a major North American corporation. Each represents a modification of the corporation's work stations standard. If you're currently designing for workers with disabilities, consider using these general diagrams to start the conversation.

These standards for workspaces can help you anticipate a broad spectrum of obstacles faced by people with disabilities and, in many cases, all workers. They'll also help you minimize the need to spend money on individual work station adjustments.

• Six-foot aisles allow wheel chair access, as do 32-inch-wide work station doorways.
• Carpet featuring low pile and low density enhances movement for people with mobility impairments, as well as audiovisual carts and other wheeled office paraphernalia.
• Shelf height of 42 inches brings binders and materials in reach for almost everyone.
• Work surface depth of 25 inches improves access to materials stored on, above or below the surface.
• Cantilevered work surfaces on free standing desks simplify the ability to lower or raise work surfaces to accommodate different needs.
• Radius edges eliminate sharp surfaces.
• Organizational tools eliminate work surface clutter and simplify access to work materials.

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