People with disabilities have long been excluded from or underrepresented in the workforce based on low expectations and preconceived notions about their capabilities.
The signing of the Americans with Disabilities Act (ADA) by President George H.W. Bush in 1990 opened the doors for inclusion and employment for millions of people with disabilities, but a culture of stigma and misunderstanding has pervaded, especially when it comes to employment.
In the last decade, however, there has been a significant increase in conversation and activism concerning fair representation and equal opportunity for people with disabilities in the workforce. The working world is changing for the better as a result – and not just in terms of inclusion.
Benefits of hiring people with disabilities
There are several reasons why you should consider hiring people with disabilities at your company. These job seekers can benefit your business in many ways.
It can increase your profit margin.
A 2018 study by Accenture in partnership with the American Association of People with Disabilities and Disability: IN reports that businesses that actively seek to employ people with disabilities outperform businesses that do not. Their revenues were 28% higher, net income was two times more, and profit margins were higher by 30%. Additionally, the Department of Labor found that employers who embraced disability saw a 90% increase in employee retention.
It diversifies your company culture.
The value that disabled workers can bring to the workplace goes far beyond numbers. Their unique perspectives help to create diverse company cultures and improve innovation.
“Hiring people with disabilities is a win for everyone involved,” Mary Dale Walters, senior vice president of strategic communications at Allsup, told business.com. “Those with disabilities often look at business problems differently and bring innovative thinking to new products and customer service.”
It increases employee motivation and reduces turnover rates.
Aside from the financial and economic gains, hiring people with disabilities has a positive effect on factors such as absenteeism and motivation. The Accenture study highlights six main areas of “inclusion incentives” – increased innovation, improved shareholder value, improved productivity, access to the supplier ecosystem, improved market share and enhanced reputation.
“Individuals with disabilities can bring innovative thinking, a unique perspective, and other talents that can help businesses be more productive and competitive,” said Walters.
Companies that focus on diverse hiring also see lower turnover, as their employees feel greater loyalty to the company and a positive connection to its business practices.
How to create an inclusive environment
The research by Accenture shows that companies that actively hire people with disabilities – identified in the study as “champions” – perform four key actions for hiring, retaining and advancing diverse talent. Champions are those who do the following:
- Hire people with disabilities.
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Enable their employees to perform their job to their fullest abilities.
- Engage with awareness building, disability education programs and grassroots efforts for employees
- Empower by offering mentor and mentee opportunities, implementing skill-building programs, and making space for diverse talent to hold roles at all levels
Many large corporations are taking the lead in championing diverse talent. Bank of America brought together a group of 300 people with intellectual disabilities to create a support services team that manages fulfillment and external clients; Microsoft created a hiring program specifically for people on the autism spectrum; Starbucks opened its first Signing Store in Washington, D.C.
If your company or organization should desire to move forward, please reach out to AJ Oskuie and we can start a dialogue. Please reach out to ajoskuie@hartwoodfoundation.com or 703.981-4911.
YOUR CONSIDERATION FOR ALL HARTWOOD RESIDENTS IS APPRECIATED.
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