Employers who can’t find workers have not interviewed a person with a disability
If I hear one more time that “no one wants to work anymore,” I think my brain will explode. It’s just not true for the majority of Americans, and it’s especially not true for people with disabilities. I know because I am a proudly employed person living with a disability.
October is National Disability Employment Awareness Month, and it’s time that employers take a more aggressive, planned approach to recruiting and hiring people with disabilities and pay them what they’re worth.
Despite the achievements of the Americans with Disabilities Act of 1990, 30 years later, the employment rate for individuals with disabilities is less than one in five people — just 17.9% compared to 61.8% for those without disabilities according to the Bureau of Labor Statistics.
People with disabilities are the largest minority group in the world. Their inclusion in the workforce is vital because it not only benefits the individual by providing them with a job, it also assists family members who are likely to leave their jobs to provide care. Additionally, it helps the employer who gains a uniquely skilled and reliable team member.
Disability inclusion in our workforce is essential and there are many issues that need to be addressed and improved. For example, people with disabilities are 50% less likely to get jobs, and the jobs they perform are usually lower level ones. Furthermore, Census data has shown that for every $1 an ablebodied person earns, their disabled counterpart only earns 66 cents.
Many workers with disabilities are self- employed because some employers believe they won’t add value to their business or may disrupt it.
This is simply not true. People with disabilities have the potential to offer the same value or even more than those without disabilities.
Here are 10 benefits of hiring an employee with a disability:
1. Deeper hiring pool. Many people with disabilities need a job now. If you reach out to this audience, you’ll instantly increase your candidate pool. With COVID-19 opening up remote work acceptance and opportunities, you have a great opportunity to add employees with disabilities to your team. Many are highly skilled computer and internet users, and remote working experts. Remote work removes previous barriers such as traveling, accessibility, workspace accommodations and unconscious biases. In many ways, technology has helped level the playing field for workers with disabilities.
2. Increased revenue. An Accenture study has shown that companies that were identified as disability-inclusion champions had 28% higher revenue.
3. Enhanced staff morale, productivity and innovation. Studies show that employees with disabilities bring improved productivity and increased innovation. With more employees with disabilities, the rest of your staff members have the opportunity to learn to have more empathy and be more open minded. In addition, team morale and pride will increase as you demonstrate that you’re an equal opportunity employer.
4. Appeal to an aging workforce. About half of the disability community is 65 and over — three times larger than those without a disability — which makes them more prone to discrimination even if qualified. This is a large group of skilled and reliable people who are often overlooked by employers.
5. Potential reduced cost of employee benefits. Many people with disabilities can’t risk losing their benefits through the state they live in, so they have to make sure they don’t earn more than the income limit. By hiring someone with a disability, you most likely won’t have to give them employee benefits since most have to use state insurance to cover everything they need. And you will have a hard-working employee without having to worry about covering their insurance.
6. Increased brand awareness, likability and trust. People notice a diverse team that includes workers with disabilities. They respect and value diversity because it’s apparent that you hire people for the value they add.
More companies, customers and employees will want to work with you because of your values. They will like you more, trust you more and more people will know about you.
7. Increased work ethic/dedication and employee retention. Since many people with disabilities desire a job, they tend to work harder than others to prove they belong and to be seen as a key company asset rather than a burden. If any employee is comfortable and loves the company they’re working for, they tend to stick around and are great brand ambassadors. It can be hard to find a company that is accepting and flexible and when a person with a disability finds that kind of work environment, they are exceptionally loyal.
8. Improved creativity and problem-solving skills. Individuals with disabilities learn early on how to creatively solve problems because many everyday things are challenging to them such as navigating streets and buildings. However, people with disabilities are comfortable figuring ways around everyday challenges. Because of their unique life experiences, they can help other employees learn how to be more patient, understanding and open minded to ideas and how to creatively solve problems with limited resources.
9. Be a preferred government agency vendor. When a government agency searches for vendors, they require equal opportunity employers. Having employees with disabilities on board and in key positions will help your chances of establishing a relationship with them.
10. Save money with tax and other financial incentives. Any business that has employees with disabilities can qualify for certain tax credits and deductions such as the Disabled Access Credit, Barrier Removal Tax Deduction and Work Opportunity Tax Credit. If you hire veterans with disabilities, you may also qualify for additional tax credits or deductions.
If you’re looking to add qualified and highly motivated people to your team, please consider a person with a disability.