Generally, no. Studies have found that nearly 70 percent of adults with disabilities who are working, or are willing and able to work, do not need special equipment or technology in order to perform effectively. Where accommodations are necessary, nearly 20 percent cost nothing, while another 50 percent cost less than $500. Further, it is important to note that employers have always made adjustments in the workplace to accommodate the needs of employees. That same flexibility should be extended to people with disabilities.

Yes. The DuPont company reports that its employees with disabilities were actually ranked higher on safety issues by supervisors than their non-disabled peers. Other U.S. Department of Labor studies support this finding.

People with disabilities should be managed just as any other employee. If they are not doing the job or are falling short of criteria for the workplace they should be coached, counseled, disciplined and (if necessary) terminated based upon established policies. Just as individuals with disability deserve equal consideration in the employment arena, they must be held equally accountable to the standards and expectations of their employment.

If you are currently in a community that has a Bridges program (Atlanta, Chicago, Dallas, Los Angeles, Oakland, Philadelphia, San Francisco, Washington, D.C. Metro), please call the contact indicated under "Contact Us/Locations." If not, contact the Foundation office directly.

As with most organizations, finite resources limit the number of programs that will be operating at any time. Our priority is to establish formal Bridges programs in communities that have the greatest Marriott lodging presence. However, that does not, preclude the majority of communities that don't fit this criteria from benefiting. The primary philosophies and processes upon which Bridges is based can be duplicated anywhere in affiliate cities. We welcome the opportunity to assist those who would like to include these philosophies or processes in their local efforts and encourage you to contact us in that regard.

People with disabilities represent a significant and largely overlooked pool of potential applicants who repeatedly get high marks from managers on job-related issues. About two thirds of the 29 million working age adults with disabilities in the U.S. are unemployed; nearly 80 percent of them would like to work but don't have the opportunity. Employers prepared to work effectively with this important source of workers will not only be better able to meet their legal obligations, but will have a competitive advantage in recruiting and retaining the most qualified work force possible.

No more than other employees. A recent Harris poll found that 82 percent of managers said employees with disabilities were not harder to supervise than employees without disabilities. Employees with disabilities should be held accountable to the same job standards as any other employee. Supervisors who can successfully manage people can successfully manage people with disabilities.

Employers say people with disabilities are generally motivated, capable and dependable employees. In one national study almost 90 percent of workers with disabilities received "good" or "excellent" performance ratings from their managers. Managers also felt that most employees with disabilities did their jobs as well as—or better than—other employees in similar jobs.

Employees with disabilities should receive prevailing wages and benefits for the job, based on productivity and job performance.

Workers' compensation rates are based upon injury experience for a company, not upon the composition of the work force. Given the excellent safety record of people with disabilities, there is no reason to expect rates to increase.