disability discrimination occur in the financial sector
Disability discrimination occurs when a person with a disability is treated unfairly. It can take many forms. It can occur in the workplace, at financial institutions, or even at places of public accommodation. In the United States, laws protect people with disabilities from discrimination by the federal government, as well as state and local governments. Those who believe they have been the victims of disability discrimination can file a complaint with either the EEOC or their state fair employment practices agency. The agencies can investigate the claim, try to resolve it with the employer, and if necessary, take the matter to court on behalf of the victim.
One of the most common types of disability discrimination that takes place in the financial sector is failure to accommodate. This type of discrimination involves an employer refusing to make reasonable adjustments that would allow a disabled team member to enjoy the same level of employment as individuals without disabilities. Reasonable accommodations can include anything from providing information on audiotape as well as in written form to installing a ramp for wheelchair access.
Another common type of disability discrimination in the financial sector is harassment of a person with a disability. This can be anything from a supervisor embarrassing an employee with a speech impairment in meetings to a regular customer asking intrusive questions about the use of a wheelchair. When this happens, the victim should speak to the company and request a facilitated discussion on how the issue can be resolved. This gives the company a chance to change its behavior and prevent further harassment of this employee or others.
Can disability discrimination occur in the financial sector?
It is also against the law for financial services providers to disability harassment at workplace against a person with a disability. For example, a bank might refuse to open a checking or savings account for someone who is a long-term patient in a psychiatric hospital. The bank wrongly assumes that the person cannot manage their own affairs and refuses to open an account despite the fact that this individual has supplied documentation of her ability to do so. This is direct discrimination against a person with a disability and violates the ADA.
The Americans with Disabilities Act and Section 504 of the Rehabilitation Act prohibit discrimination based on disability by all entities that do business with the public. This includes banks and credit unions. Title III of the ADA bans discrimination on the basis of disability by places of public accommodation, while Section 508 extends this protection to all digital platforms.
For this reason, any financial institution should make learning about its obligations under the ADA and Section 508 a priority. Failure to do so could lead to costly lawsuits. Moreover, it can harm the reputation of the bank in the community and hurt its bottom line. For these reasons, it is important that all employers make a concerted effort to promote a positive culture of inclusion in the workplace. This is the only way to truly create a world in which people with disabilities can thrive and contribute their fullest potential.