According to the Centers for Disease Control and Prevention, one in four American adults has a disability that affects major life activities, such as hearing or vision problems, mobility issues such as climbing stairs, cognitive impairments such as difficulty concentrating, or difficulties with activities such as living independently or dressing. In total, 61 million Americans have a disability.
Despite the added challenges of everyday life, many people with disabilities are able and want to work. But many encounter obstacles in their attempts. According to the Bureau of Labor Statistics, only 21.3% of the disabled population was employed in 2022.
For some, this may be a health care issue — those in communities who rely on Medicaid may fear they will no longer receive benefits once they reach a certain financial threshold — but for others, this is an employment issue.
Here are some reasons why employment rates for this demographic remain low and what employers can do to ensure fairness.
There are multiple reasons why so few members of the community are actively in the workforce. First, this population faces a variety of prejudices that prevent employers from hiring them.
“Many of us have an unconscious bias that people who use wheelchairs can’t do their jobs as well as others,” says Jessica Thumann, vice president of Voya Cares, a program of Voya Financial, a financial planning company that focuses on disabilities.
In fact, “studies have shown that people with disabilities are actually more loyal,” she says. “They’re just as productive or more productive, and they have much lower job turnover.”
Disabled people also benefit employers: Over a four-year average period, companies that included disabled people in their workforce had 28% higher revenues than those that did not, according to a 2018 report from IT and consulting firm Accenture.
When considering applicants with disabilities, employers may assume that hiring a disabled person may be costly.
“Screen readers, visual aids, hearing aids, standing desks,” Tuman says. “All of these are so-called reasonable accommodations. There’s a misconception that these accommodations really cost money.” That can be frowned upon by employers, she says.
In fact, disability accommodations typically cost just $500, according to the Society for Human Resource Management. “For most employers, this is perfectly doable,” Thuman said, adding that many of these employees “actually provide their own accommodations when they come to work.”
On the employer side of recruiting, companies can allocate resources to ensure their HR practices are fair and inclusive. DEI workplace consultant Kim Crowder recommends using LinkedIn.
“We have passionate advocates among us who are open about their disabilities and willing to talk about their disabilities and how they impact their professional lives,” she says. “Hire them through LinkedIn.” She also recommends hiring a DEI consultant who can advise you on where to look for potential employees within your community.
Crowder also stresses the importance of a company culture that is open and inclusive. She recommends seeking out workplace resources through organizations like the Americans with Disabilities Association and the Americans with Disabilities Act website.
Tuman encourages employers to undertake inclusion training through organisations such as Disability IN and the Job Accommodation Network.
“It’s really a matter of choice, right?” Crowder says of the company’s stance on inclusivity for all groups. “Are we going to be an organization that builds access?” she says.
“That’s a question that can be answered with yes or no.”
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