Hiring people with physical and mental disabilities can and should be viewed as good business. Companies and organizations that support and encourage hiring people with disabilities send the most important message to their respective audiences, customers, stakeholders and the communities they inhabit. What are some of those unintended but important message consequences?
Here are a few to consider:
1. Inclusion – We Care About Everyone
2. Seeing What You Can Do – We Recognize Your Abilities Not Just Your Disabilities
3. It Improves Us All – Hiring People with So-Called Disabilities Makes Us Better and Improves Our Culture
Some of the other business benefits to hiring people with disabilities can be numerous. Employing individuals with disabilities may turn social issues into business opportunities. The activity of supporting disability hiring can positively and directly impact increasing revenues, access to new markets, reduction of hiring and training costs. It also has been proven to increase retention. The act of of hiring and building HR practices may directly foster tax incentives, lower cost on special accommodations, and increases your diversified and talented staff. Hiring people with special abilities increases positive Transformation and Innovation.
Innovation is key to business success and individuals with disabilities bring unique experiences to transform and enhance products and services. It creates efficient and effective processes, management strategies, and simulation. Many managers report an increase in Attendance and Retainment with organizations that support hiring and retaining people with special abilities. Studies by many firms have revealed that employees with disabilities are more likely to have a higher attendance record / rate within the workplace than their non-disability peers. People with so-called disabilities can be a great source of Marketing Ideas. Employees with disabilities represent a Trillion Dollar market segment.
As employees, stakeholders and customers they offer an opportunity to capitalize on new market opportunities through mirroring markets on wide customer base, increasing market share, and increasing profitability. More information can be obtained through number of sources like www.thinkbeyondthelabel.com and resources below.
Do’s and Don’ts of Hiring Persons With Disabilities Provides a checklist for how to comply with ADA standards:
https://www.disability.gov – Links to resources for recruiting, employing and accommodating people with disabilities.
http://www.eeoc.gov/facts/accommodation.html – Explains how to comply with the ADA’s nondiscrimination standards when hiring and employing people with disabilities.
http://www.vba.va.gov/bln/vre/emp_resources.htm – Covers the benefits and tax incentives for employers hiring veterans with service-connected disabilities.
http://www.sba.gov/leaving-sba-dot-gov?url=http%3A%2F%2Fwww.jan.wvu.edu%2F – Offers a free consulting service designed to increase the employability of people with disabilities by providing individualized work site accommodations solutions and compliance with the ADA.
http://www.disabilityrightsca.org/pubs/F06701.html – Supports and helps your organization ensure that all your employees have a safe and comfortable work environment
http://www.worksupport.com/Topics/downloads/taxcredits.pdf – Fact sheet describing tax incentives available to help employers cover accommodation costs for employees with disabilities, making their businesses accessible for everyone.
Last Thursday I had a chance to address people who represented organizations in our area who overtly support and hire people with special abilities. Some of those companies and organizations sponsored by Enable America are listed here. I wanted to recognize them and the many other organizations who support this great cause that impacts us all in some way as well.