In the workforce, people with disabilities have historically been excluded or underutilised. Stigmas and a general lack of awareness of the skills and abilities that companies can gain have contributed to an employment rate of just 48 percent amongst people living with disabilities. It’s a big difference relative to those without disabilities who have an employment rate of 79 percent. Plenty of employers seems to be missing out on the benefits of hiring people with disabilities.
Because of COVID-19, expectations of ‘what work should look like’ have shifted drastically, so it is a great time to look at other ways we can alter the workplace. Improving the low job statistics of people with disabilities is not only a moral obligation, but also an economic one, and it should be. Companies are losing out on professional and talented individuals ready to work who will add value to their organisation and culture.
Encouraging & empowering companies into hiring people with disabilities has plenty of benefits.
Productivity
There are prejudices and stereotypes that less efficiency contributes to hiring people with disabilities, but a number of studies show that this is not the case[i]. In reality, they took far less days off compared to those without disabilities, while doing the same job as people without disabilities [ii].
Low attrition
The difference in opinions and perspectives that come from different backgrounds is less measurable, but far more important for a company. This can lead to marked improvement within teams in creativity, innovation and problem-solving.
What does hiring people with disability cost you
