How Hiring People with Disabilities Strengthens a Workplace
The above picture is of a woman in a wheelchair at a desk high-fiving a male coworker.
How Hiring People with Disabilities Strengthens a Workplace
More companies have sought to employ people
with disabilities to increase workplace diversity and inclusion. According to
the U.S. Bureau of Labor Statistics, 21.3%
of people with disabilities got hired in 2022 — a 2.2%
year-over-year increase.
Although the upward trend is a significant
indicator of progress, a mere 20% of employees with disabilities feel
supported at work, while 76% choose not to disclose their disability. Hiring
this subcategory of employees is one thing, but ensuring they have the
resources, training, respect and safety to thrive in their roles is another.
A lingering ideology is that a disability
hinders job performance and productivity. Yet, the importance of employment for
persons with disabilities is as beneficial for the individual as it is for the
organization. Here is how hiring people with disabilities helps strengthen the
workplace.
Importance of Employment for Persons With Disabilities
Whether someone has a disability or not,
working gives people a sense of purpose. The impact is even more significant
for individuals facing physical or cognitive challenges. According to the
Institute of Disability’s 2020 Annual Disability Statistics Compendium, the poverty rate is 25.9% for Americans with
disabilities between 18 and 64.
Providing jobs for people with disabilities
improves self-worth, ensures a sense of belonging within the community and
safeguards individuals against homelessness and health problems. For instance,
large corporations usually offer commuter benefits and coordinate medical
and dental packages to lower health care costs. They also stay abreast of labor
laws and regulations to ensure equal opportunities. For those with
disabilities, these benefits are life-saving.
People With Disabilities Improve Workplaces
Despite being widely underrepresented at work,
hiring people with disabilities also has surprising benefits for companies. A
disabled workforce improves company culture by diversifying teams and
increasing inclusivity.
Employers are also eligible for tax credits
when they provide jobs for people with disabilities. For instance, the Internal
Revenue Service and Department of Labor issues the Work Opportunity Tax Credit
to 10 targeted groups of people who begin working on or before December 31, 2025.
Individuals with a disability must be employed
for less than a year, fall under one of the targeted groups and work at least
400 hours. The credit provides 40% of up to $6,000 in pay or about $2,400.
Companies that employ people between 120 and 400 hours may be eligible for a
25% rate.
Additional company benefits of hiring people
with disabilities include the following:
●
Broader talent pool with higher
retention rates
●
Greater job satisfaction among
employees
●
The ability to better understand
and serve others with disabilities
●
More varied workplace perspectives
and problem-solving
●
Increased productivity
One study found that when Walgreens opened a
distribution center and hired 800 workers with disabilities, productivity was 20% higher than in centers
with non-disabled individuals.
Creating Jobs for People With Disabilities
Organizations can maximize a more diverse
workforce by creating jobs for people with disabilities, meaning they must
broaden accessibility to positions. The COVID-19 pandemic imposed challenges as
companies transitioned to work-from-home — however, the remote culture has been
crucial for people with disabilities. Those who cannot leave their residences
due to varying conditions or require special equipment and aids can care for
their needs in the safety of their homes while working a job.
Employers interested in hiring people with
disabilities should first consider their current branding. Do job postings
destigmatize hiring talent with disabilities? Does the company website describe
people with disabilities as valuable assets? Of course, taking a “valued”
approach to corporate inclusion is crucial over charitable perspectives.
Additionally, employers should evaluate
whether they provide enough support for employees with disabilities. What
accommodations and resources are readily available? Is there already a team of
individuals with disabilities working for the company? Are there hybrid or
remote work opportunities for prospective workers with personal challenges?
Future team members want to know they are welcome and safe at work with an equal
opportunity to thrive, regardless of ability.
The Formula for a Diverse Workforce
Hiring people with disabilities is the key to
creating a more inclusive, diverse workforce. Companies and individual
employees benefit from working alongside people with disabilities, from
broadening the talent pool to productivity to job satisfaction. Employers
should seek ways to attract and retain employees with disabilities to close the
unemployment gap further.