According to DiversityInc, a publication devoted to the business benefits of diversity, “employers who hire people with disabilities often experience less turnover, less absenteeism and higher productivity.”
So why then do some HR managers have reservations about hiring people with disabilities? It’s mainly due to the myths surrounding hiring and working with employees with disabilities. That’s why it’s important to dispel those myths like we are going to do right now with information from the U.S. Department of Labor, IN.gov and Diversity Inc.
The majority of employees—at least 73 percent—don’t require any type of accommodation. Of the ones that do, 51 percent cost less than $500. For some excellent examples of accommodations, visit the National Center on Workforce Disability (NCWD). And as an added bonus, these accommodations have been found to benefit other employees without disabilities.
Finally, the federal government offers tax incentives to help employers pay for any accommodations or modifications that will make their businesses accessible to persons with disabilities.
The truth is that employers can terminate the employment of people with disabilities, but the termination must meet three conditions:
A DuPont report found that people with disabilities, when compared to employees without, were rated average or above average in performance, attendance and safety. Additionally, a Harris poll discovered that 82 percent of managers said it isn’t any harder to supervise employees with disabilities than it is employees without. And finally, employee with disabilities tend to stay with their employers for longer periods of time.
The majority of people with disabilities can perform their jobs without any assistance and prefer to be responsible for themselves. Also, they should have the same expectations and work requirements as employees without disabilities so that they can participate in the full range of human experiences—including success and failure.
It’s actually the opposite. Hiring people with disabilities provides businesses with a competitive advantage. Research has shown that people have a more favorable view of businesses that employ people with disabilities and would prefer to patronize these businesses.
The Employer Assistance and Resource Network on Disability Inclusion (EARN) recommends several strategies including:
It’s important for hiring managers to realize that many of the assumptions people have about employees with disabilities are untrue. In fact, in most cases, the reality is the complete opposite. Including employees with disabilities in your business is good for them—and for you.
To help make sure you are committed to providing an inclusive work environment that follows ADA requirements and EEOC discrimination prevention laws, we can help with our training courses. Request a demo today to learn more.
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