May 1992
May 1995 (revised)
December 1998 (revised)
March 2002 (revised)
November 2006 (revised)

 Statement of the Issue

Healthcare executives are well aware that diversity is one of the key ingredients to creating a strong, high-performing healthcare system. The diversity imperative also extends to the inclusion of persons with disabilities. Despite the passage of the Americans with Disabilities Act in 1990, disability, whether actual or perceived, presents an ongoing employment challenge in our society.

According to a 2003 U.S. Census Bureau survey, 6.3 percent of workers who did not reside in an institution had a disability. A 2005 survey of affiliates of the American College of Healthcare Executives (ACHE) showed a somewhat higher rate, with an estimated 7.6 percent of respondents being disabled, which is defined as having a condition that limits full participation in work and/or having specific conditions such as learning, emotional or mental disability or disease, a sensory impairment, physical handicap, pain or chronic fatigue syndrome.

Given the prevalence of disability among healthcare workers, as well as the nature of diversity as both an ethical and business imperative, healthcare executives should be vigilant in ensuring an inclusive environment, equitable workplace treatment and opportunities for persons with disabilities.

Policy Position

While overt discrimination against employment of persons with disabilities is illegal and subject to sanction under federal law, even covert discrimination against the employment of persons with disabilities is incompatible with the American College of Healthcare Executive’s Code of Ethics. ACHE believes that healthcare executives should take the lead in their organizations to increase employment, advancement and leadership opportunities for persons with disabilities. Additionally, healthcare executives should advocate on behalf of the employment of persons with disabilities in other organizations in their communities.

ACHE encourages all healthcare executives to pursue the following actions:

• Develop an organizational culture that encourages persons with disabilities to utilize their potential to contribute rather than discounting them on the basis of stereotypes or generalizations about their "limitations."

• Affirm that equal access to employment for persons with disabilities exists by recruiting governance leaders, executives, clinicians and support staff with auxiliary aids and services (such as Braille or large print, telecommunication devices for deaf persons and videotext displays); through using networks and recruiting firms committed to accommodating persons with disabilities; and by making auxiliary assistance available throughout the interview process.

• Reallocate or redistribute job responsibilities to accommodate individuals with disabilities and consider reallocating responsibilities to accommodate and retain an individual already on staff who acquires a disability.

• Determine appropriate accommodations using an informal, interactive problem-solving process involving the employer and the individual with a disability.

The American College of Healthcare Executives encourages its affiliates to take the lead in their organizations and their communities in creating working environments that enhance the opportunities of persons with disabilities to gain and maintain employment.

Approved by the Board of Governors of the American College of Healthcare Executives on November 6, 2006.