Diane Winiarski
Today, more and more businesses are realizing the significant benefits of having workers with disabilities fully employed… [+] Employees with disabilities are engaged, talented and hardworking. As a result, organizations are taking steps to proactively recruit and hire employees with disabilities in an effort to reduce turnover, increase revenue and profits, and attract talented leaders.
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The benefits that disabilities bring to employers range from increased revenue and improved productivity to a more positive, supportive environment. A recent report by professional services firm Accenture, “The Disability Employment Imperative,” revealed that companies that led the way on key disability employment metrics saw 1.6 times higher revenue, 2.6 times higher net income, and double the profits.
These “disability champions” are 25% more likely to outperform their organizational peers in productivity, measured as revenue per employee, and receive more positive Glassdoor reviews for their disability inclusion efforts compared to their peers.
Many businesses today are realizing the tremendous benefits they can derive from having dedicated, talented, and hardworking workers with disabilities. As a result, organizations are taking steps to proactively recruit and hire workers with disabilities in an effort to reduce turnover, increase revenue and profits, and attract talented leaders.
Ticket to Work Program Provides a Path
For many years, I have worked with people who have been forced to leave work due to serious illness, disability, or injury. During this time, they received Social Security Disability Insurance (SSDI) benefits, and many would like to return to work when they are medically able. Social Security’s Ticket to Work (TTW) program allows disability recipients to receive benefits and Medicare coverage while participating in a trial work period. They manage this with free assistance from a Social Security-certified Employment Network (EN) or State Vocational Rehabilitation (SVR) agency.
Employers may not realize that ENs and SVRs offer specialized training, coaching and other services to help future employees succeed. Employers also benefit by being able to count on employees with up-to-date skills, a strong work ethic and dedication — all important qualities to look for in an employee when filling key positions.
Tools for hiring people with disabilities
I have seen companies benefit from hiring employees who return to work from disability leave. With some guidance and education, more employers can benefit from this talented workforce. Accenture’s framework for employers to “expand access, raise awareness, foster support, integrate action, and ensure accountability” is a good starting point. Employers who adopt this approach, or one similar, will be more likely to be successful in hiring and retaining employees with disabilities.
We also found that employers need specific tools and resources to build and sustain initiatives that foster disability employment. Here are some tools that can help:
It is important to fully understand the Americans with Disabilities Act (ADA), which prohibits discrimination against people with disabilities. The Job Accommodation Network (JAN) helps employers better understand these anti-discrimination laws and manage and implement workplace accommodations.
Another recommendation is to turn to local, state, or educational agencies to help you find and hire qualified workers with disabilities. The Employer Assistance and Resource Network for Disability Employment (EARN) teaches employers how to recruit, hire, retain, and promote people with disabilities. Organizations led by people with disabilities can also be a great source of talent.
Be prepared to provide reasonable accommodations for your employees. In my experience, accommodations cost less than $500 or are free. Accommodations can range from flexible hours or hybrid schedules to specialized equipment, furniture, or software.
Employers may also be able to take advantage of government programs that provide tax benefits for making reasonable accommodations and workplace modifications for individuals with disabilities, such as the Work Opportunity Tax Credit (WOTC) and the Disability Access Tax Credit.
It’s also crucial that employers foster a culture that fosters true inclusion. Actions speak louder than words. By providing employee training, encouraging inclusive language and leading initiatives that foster understanding and collaboration, the entire workforce will benefit.
As employers across industries continue to realize the value that people with disabilities bring to the workplace, more companies may become disability advocates, which will benefit not only the organization as a whole, but all employees, with or without disabilities.