The demolition of perceptions in the above-mentioned areas through, for example, more
workforce diversity focused awareness training could be the first step in moving from
reactive programs such as the re-integration of employees with disabilities as a result of
workplace accidents, to proactive initiatives such educative programs and pre-employment
initiatives suggested by the reviewed literature. Proactive approaches need the involvement
and support of key decision makers such as General Managers and/or corporate
headquarters, and appropriate HR policies and guidelines. HR Managers need to push for
policies and work environments that foster stronger communication and relationship
building between employees with and without disabilities needed for the successful
accommodation of the former. Trends towards zero tolerance policies, and terminology
guides concerning persons with disabilities that provide extensive lists of terms not to use
or say, are not supporting the communication and integration process and produce fear
amongst managers and employees to approach employees with disabilities inappropriately
or in a discriminatory manner.