When interviewing or employing a person with a disability, John should not do the following:
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Assume Accessibility: While it's good that John is willing to ask about accessibility needs, he should not assume that the office environment is automatically accessible. Instead, he should proactively ensure that the workplace meets accessibility standards and invite feedback on any specific accommodations needed.
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Treat Differently: John should not treat a person with a disability with more respect than others in a way that is patronizing or overly cautious. Instead, he should foster an inclusive environment where all employees are treated equally and with respect, without constantly framing interactions around the employee's disability.
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Inquire About Disability: It's important that John does not include questions about disabilities on application forms, as this may violate privacy and equal opportunity laws. Instead, he should focus on the candidate's qualifications, skills, and experience relevant to the role.
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Neglect Individuality: John should not generalize or make assumptions about an individual's abilities based solely on their disability. Each person has unique strengths and challenges, and it's essential to evaluate candidates as individuals.
By avoiding these pitfalls, John can create a more inclusive and effective hiring process for individuals with disabilities.