There is also the issue of not giving the required accommodations to employees with temporary or permanent disabilities. For example, employees with fainting disorders will need chairs or scheduled downtime in case they faint or to limit the potential risk of fainting. Not providing chairs or accommodations is a liability that many employers feel is completely fine, but it is in no way costly to provide an extra chair. Some employers may just not hire people who disclose their disabilities, which isn't fair at all. A harmful and discriminatory practice like that leads to people lying on applications or completely feeling discouraged from applying to jobs at all.

Some initiatives that were taken that worked were local businesses and companies hiring only disabled people. This helps them increase their work experience and resume. Another initiative that works is making all people aware of ADA accommodation laws and worker's rights. Letting the general public and those with disabilities know about their rights makes them more likely to speak up for themselves and others