Next time you hear managers complain that they can’t recruit or retain good employees, tell them to employ people with disabilities. When supervisors moan about employee absenteeism, low productivity, or lack of creativity, inquire, “Do you hire people with disabilities?”
From entry-level to specialist positions, workers with disabilities have fewer job changes and absences than their non-disabled peers. They’re dedicated to producing a great day’s work for their companies.
Worker retention is more significant than ever before. Labor shortages of up to 10 million workers have been forecast.
Are you concerned about the safety, accountability, or functionality of a worker with a disability? You can breathe a sigh of relief. Safety records of employees with disabilities equal or surpass the records of non-disabled employees.
Important Reasons To Hire Individuals With Disability
Are you an employer who has reservations about hiring people who have a disability? They are human beings just like everyone else. You will learn some of the benefits of hiring disabled workers.
First Reason to employ those who are handicapped: They likely have a solid work ethic. Because they are at a disadvantage and have more of a need to prove themselves at the office than many others, they will work with a great attitude and place all their effort.
Second Reason: You will help them feel better about themselves and also make a contribution to their happiness. People have a natural inclination when they are working, to have a sense of dignity.
Third Reason: This will help you live up to the statement you supply on your job applications and in your help-wanted ads. You will show how you’re an equal opportunity employer.
Fourth Reason: This will make you stand out. You will improve credibility and your reputation.
Fifth Reason: It’ll be dandy for your conscience. There is. Having a clear conscience may outweigh any minor accommodations you might have to create for new hires who have a disability.
Sixth Reason: This can help improve your bottom line. Businesses can get tax breaks for hiring those who have special conditions or have been for a long moment out of work.
Seventh Reason: It could be helpful to your satisfaction ranking. You might wind up high to work for.
Eighth Reason: You can obtain special insight. Bringing in people who are physically challenged can assist you whenever they have developed methods and they have good ideas.
Ninth Reason: You are able to pave the way for more people that are like them. You will encourage other companies to do the same thing, Should you take this step.
Permit SHALOM Denver to help you discover the right candidate.
Improve Your Corporate Social Responsibility
Companies that hire individuals with disabilities gain customer loyalty. Local communities encourage efforts that are visible to encourage citizens. Perhaps you’ll reach the finish of your life without having difficulty hearing, seeing, or remembering, but most of us won’t. When you hire people with disabilities, neighborhood support for your business grows. Many of your clients have invisible disabilities — cancer, arthritis, diabetes, heart trouble, back injuries, etc..
Your company also gains a significant new source of imagination which affects your profit margin. Individuals with disabilities have become problem solvers and master innovators throughout their interactions with a world that is. Your eyes will open to serve your customers all. Your product line may become more creative.
Are Accommodations Expensive?
Are you worried you can not afford the expensive accommodations required for people with disabilities? Modifications cost under $500. Nearly one/third (29 percent) cost less than $100. No price tag is carried by the majority. It costs nothing to modify a program so your worker can use public transport. Most business owners may offer flex time.
If sophisticated accommodations are needed, financial resources are often available through your state office of vocational rehabilitation.
Get Help From The Community
Now that you’re enthusiastic about the benefits you’ll gain and not as concerned about possible difficulties, how do you find qualified people who have disabilities?
If you don’t know where to find local resources, contact the National Business and Disability Council (NBDC). They have many information providers, including the NBDC Yellow Pages. NBDC additionally provides a National Resume Database so it’s possible to identify job applicants with disabilities that have at least two years of college or equivalent or more technical training, verified by an independent source.
You can also gain assistance with personnel training and oversight because NBDC services don’t end with offender referral. NBDC can help you produce a win-win work environment in which all your staff — including you — feel comfortable and encouraged. They have the expertise you want to ensure staff training and responsibility.
Many companies are uncomfortable with considering physically disabled applicants for job openings.
It’s the 1 kind of hiring discrimination that appears to be the toughest to overcome. I heard somebody liken being with being an invisible minority, disabled.
I think that our discomfort has a great deal to do with something very straightforward and honest… a lack of comprehension of how to approach and interact with somebody who’s disabled.
How To Interview People With Disabilities
We’re taught as children not to stare at someone in a wheelchair such as, or not to ask any questions about how it could feel to be handicapped. Curiosity turns to distress, as we move into maturity.
These good intentions bore out of our desire to make handicapped people feel comfy only serves to create some people feel alienated or excluded.
A few things to think about as a lawyer when interviewing a worker with a physical disability:
• Don’t make assumptions about which type of work an individual with a disability is or is not capable of accomplishing.
• We ought to take the opportunity to discuss experience and skills prior to pigeonholing a candidate and supposing that the individual isn’t qualified for a particular job.
• Seek information from the experts. Most if not all states to make accommodations for individuals with disabilities, and have sources available With Disabilities Act.
These resources can also be very useful in answering any queries which you might have regarding interviewing and hiring individuals with disabilities.
Hire people with disabilities… but don’t do it for”them.” Do it because you would like to find out more from people who have utilized their struggles to develop their personality in ways most of us have not yet envisioned. I directed the American Council on Rural Special Education and co-founded the National Rural Independent Living Network. Since I ran a national study, I was often asked to testify to the U.S. Congress. Every time, I fought to satisfactorily represent a constituency that awed me with their abilities, regardless of what handicap label they’d been branded with.
Individuals with disabilities inspire us to attain our full potential. Us inspired by his optimism and his determination to make a difference in others’ lives.
Happiness in the office is elevated due to the win-win nature of hiring people with disabilities. Hire people and enjoy more smiles from employees and your clients.