Our Services
consultation & education services that focuses on workplace disability inclusion
At Traub & Associates, we specialize in helping organizations build more inclusive and effective workplaces through our comprehensive consulting services. With a focus on disability inclusion, ADA compliance, and workplace culture, we provide the expertise and guidance you need to create an environment where all employees can thrive. Whether you’re looking for one-time educational services or long-term consulting partnerships, our solutions are tailored to meet the unique needs of your organization.
explore Our Services
Traub & Associates offers services that do more than just bring your company into compliance. These tactics yield long-lasting success.
- Disability Inclusion Education
- Disability Inclusion Consulting
- Customized HR Consulting
- Retention & Culture Development
IMPPACT First Responder Disability Training
IMPPACT—Integrated Mental, Physical, Psychological Awareness Communication Training—is a comprehensive program that equips first responders with the knowledge, tools, and confidence to recognize, communicate with, and support every person they encounter, no matter their abilities or circumstances. Beyond the training itself, IMPPACT also provides practical resources such as visual-based universal communication cards and De-Escalation Kits stocked with sensory and comfort items, so you’re prepared for the moments that matter most.
Learn the Benefits of Disability Inclusion
Hiring people with disabilities can be a challenge without the right guidance. Many companies are unfamiliar with laws and regulations, and they don’t know how to identify current and unintended barriers to employment that you may have in place. Let us help you remove the taboo and see how your organization can engage the disability and veteran communities to realize a proven competitive advantage.
The Americans with Disabilities Act (ADA) defines a person with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activities, such as:
- Seeing
- Hearing
- Eating
- Sleeping
- Walking
- Standing
- Lifting
- Bending
- Speaking
- Breathing
- Learning
- Reading
- Concentrating
- Thinking
- Communicating
- Working
61 Million (26% or 1 in 4)
17% of people are born with a disability; 83% of people acquire a disability later in life; 20% of workers will experience a disability lasting one or more years during their professional lives and the rate accelerates when employees pass their mid-forties
People with disabilities in the U.S. have an annual discretionary spending power of $220 billion, which does not take into account family, friends and supporters; 87% of consumers would prefer to give their business to companies that employ individuals with disabilities.
Over four years, leaders in disability inclusion have, on average, 28% higher revenue, 2x the net income, and 30% higher economic profit margins.
- If an individual is adversely treated because of having an impairment that substantially limit a major life activity. Ex: blindness
- If an individual is adversely treated because of a record of an impairment that substantially limits a major life activity. Ex: cancer in the past, but now in remission
- If an individual is adversely treated because of a belief that an impairment is present that substantially limits a major life activity. Ex: walks or talks slowly
No. According to a poll by the Job Accommodation Network, ¾ of the employers surveyed said the average cost of hiring people with disabilities is the same as hiring a person without.
According to a poll by the Job Accommodation Network,
- 73% of employers reports that their employees did not require special facilities at all.
- 56% of all special accommodations costs nothing
- 38% of all special accommodations cost less than $500.
- Only 12% of all special accommodations cost $1000 or more.
As a business who successfully employs people with disabilities, you will see the following positive benefits:
- Reduced Recruiting Costs
- Increased Safety and Return to Work
- Increased Productivity
- Enhanced Corporate Brand in the Public Eye
- Creates a Positive Workplace Culture
- Monetary Incentives
Do…
Understand that the employee can and should be held to the same standards of conduct and performance as other workers.
Ensure everyone in leadership understands the general process of requesting an accommodation or job-aid.
Respect employees’ privacy.
Involve the employee in the accommodation process and return to work plan (if disability was acquired while already employed)
Understand that a well-managed return to work is a win-win situation
Don’t…
Assume these employees are more likely to be violent.
Automatically attribute poor performance at work to the disability.
Try to be a counselor, psychiatrist, or medical expert.
Schedule a Meet & Greet
Contact us for a free one-hour consultation to discuss your needs and learn how we can create successful strategies to find qualified employees to fill real jobs with real results. This isn’t a charity program. It’s a successful business model for everyone!