In the context of the workplace, the Americans with Disabilities Act (ADA) defines a person with a disability as, “a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment.”
And according to The Employer Assistance and Resource Network on Disability Inclusion (EARN), persons with disabilities:
And while the ADA offers protections for persons with disabilities in the workplace, there are still misconceptions surrounding workers with disabilities—even though have the same skill level and opportunity potential as those without.
That’s why it’s important for employers to recognize the benefits that come with hiring employees with disabilities, and although there are many more, we are going to go over three of them below.
Sometimes it seems almost impossible to find qualified candidates for a position. But if you start recruiting individuals with disabilities, it expands your talent pool so that you can find better candidates.
And according to Work Without Limits, a network that aims to increase employment among individuals with disabilities, “Individuals with disabilities represent an untapped candidate pool for businesses. Recruiting and retaining people with disabilities is one approach to counter the effects of the aging and shrinking workforce.”
People with disabilities want to work, and when they get the opportunity, they stay loyal. And according to a 2007 study from DePaul University, people with disabilities perform just the same as people without:
As we’ve discussed before, diversity is good for business. When people who have diverse experiences work together, they can come up with creative solutions for problems because they have a better understanding of your customer base.
As an added bonus, people with disabilities have additional insight into your customers who have disabilities, which can help you tailor your products better. This is especially important in untapped markets where people with disabilities have not been focused on.
Plus, EARN reports, “Customers with disabilities and their families, friends and associates represent a trillion dollar market segment. They, like other market segments, purchase products and services from companies that best meet their needs. A large number of Americans also say they prefer to patronize businesses that hire people with disabilities.”
Once you’ve hired more employees who have disabilities, it’s important that if they request accommodations, you can make them. Also, you will want to ensure that managers, supervisors and other employees receive ADA compliance training to help them understand their responsibilities under the laws.
To learn more about Workplace Answers’ ADA compliance training, fill out the form on the right to schedule a demo today.
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