Author: April Ogden, Founder and CEO, It’s Your Outcome

Performance reviews can be challenging, especially when evaluating employees with disabilities. The goal is to ensure fairness, inclusivity, and support while helping employees achieve their potential. Here are answers to the top questions managers have when conducting reviews for employees with disabilities.

How Can I Ensure Fairness When Evaluating Employees with Disabilities?

The key to fairness is focusing on outcomes, not processes. Employees with disabilities may rely on accommodations to perform their job, but the focus should always be on the results they deliver. Ensure that the evaluation criteria are objective and measurable.

Before the review, familiarize yourself with the employee’s accommodations. Evaluate whether they are performing their role effectively based on their output, not the methods they use.

What Should I Do if an Employee’s Disability Affects Their Performance?

If you notice that an employee’s disability is affecting their work, approach the situation with empathy and openness. Discuss the challenges they are facing, and ensure their accommodations are up to date.

Start a conversation by asking, “Are the current accommodations still working for you? Is there anything we can adjust to help you meet your goals?”

How Can I Avoid Unintentional Bias During the Review Process?

Bias can sometimes seep into evaluations, especially if a manager focuses on how an employee works instead of the results. Avoid assumptions about what an employee can or can’t do because of their disability. Instead, focus on objective performance metrics.

Review anti-bias training and use performance data to guide your evaluations. This reduces the chance of bias influencing your review.

How Should I Handle an Employee’s Disclosure of a Disability During the Review?

If an employee discloses a disability during the review, respond with understanding and confidentiality. Acknowledge their disclosure and focus the conversation on how you can support them through appropriate accommodations.

Ensure the employee is aware of their rights under the ADA. Shift the conversation towards how accommodations can help them achieve their best performance, and document the discussion for future follow-ups.

Example Statement:
“Thank you for sharing this with me. Let’s explore what accommodations or adjustments can help you succeed in your role.”

How Can I Support the Employee’s Growth and Development?

Employees with disabilities have career goals like any other employee. Use the performance review as an opportunity to discuss their long-term aspirations and ensure they have the support they need to achieve those goals.

Ask the employee what their career goals are and discuss a plan that includes accommodations to help them get there. Create an action plan to support their leadership or developmental goals.

Example Question:
“What are your long-term career goals, and how can we support you with accommodations to achieve them?”

What If an Employee’s Accommodations Aren’t Working?

Accommodations might need adjustment over time. If an employee’s performance is being impacted despite accommodations, take this opportunity to review whether their needs have changed.

Ask for feedback about the current accommodations and brainstorm new ways to improve their effectiveness.

How Should I Follow Up After the Review?

Follow-up is crucial. Make sure that any changes or accommodations discussed during the review are implemented. Schedule regular check-ins to ensure these accommodations are effective.

After the review, send an email summarizing the key discussion points and schedule a follow-up meeting in 4-6 weeks to monitor progress.

Example Statement:

“Let’s schedule a follow-up in a month to ensure the accommodations we discussed are helping and see if there’s anything else you might need.”

Supporting Employees with Disabilities Is Key to a Strong, Inclusive Team

Moving Forward

Managing employees with disabilities requires thoughtfulness, understanding, and communication. By focusing on fairness, addressing challenges proactively, and maintaining open dialogue, you can help every employee perform at their best while fostering a more inclusive workplace.

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