Benefits of Hiring People with Disabilities

Compliance with the Americans with Disabililties Act (ADA) is straightforward. The ADA prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment. Employers are required to provide reasonable accommodation only for the physical or mental limitations of a qualified individual with a disability of which they are aware. Generally, it is the responsibility of the employee to inform the employer that an accommodation is needed. However, employees with disabilities are often reluctant to ask for accommodations and employers are advised to routinely solicit accommodation requests.

In a survey conducted by Job Accommodation Network (JAN), 49 percent of employers said the cost of reasonable accommodations for employees with disabilities was “absolutely nothing.” A total of 43 percent of employers reported that providing accommodations required a median one-time expenditure of $300 per employee with a disability, a decrease compared to previous report findings. Those employers providing ongoing disability accommodations (7 percent) reported a median annual cost of $3,750 per employee with a disability.

The ideal jobs for people with disabilities are as diverse as those for people without disabilities, and depend on each person's goals, abilities, and experience. When considering job applicants with disabilities, employers should focus on skills and abilities, not attributes that are unrelated to job requirements. For example, someone on the autism spectrum may not make eye contact or small talk, but those skills are usually not needed for jobs that require working at a computer and analyzing data, assembling products on a manufacturing floor, or answering phones in a call center. The best jobs for people with disabilities are unique to each individual and depend on their skills, interests, and needs.

Studies have shown that companies benefit in multiple ways when they hire people with disabilities. A 2023 report from Accenture, “The Disability Inclusion Imperative,” found that businesses that actively hire and support people with disabilities achieve the following advantages compared to their peers:

• 1.6x more revenue
• 2.6x more net income
• 2x more profit

And when the National Institutes of Health reviewed 6,176 studies, it found that the benefits of employing people with disabilities include:

• Increased profitability, deriving from higher profits, greater efficiency, lower turnover, higher retention, increased reliability and punctuality, higher employee loyalty, and improved company image.
• Multiple competitive advantages, in the form of a more diverse customer base, greater customer loyalty and satisfaction, increased innovation and productivity, and enhanced work ethic and safety awareness—all of which stem from an inclusive work culture and greater ability awareness.

Employers sometimes believe that there are inherent risks in hiring people with disabilities. But these concerns are due to commonly held misperceptions, and are often simply myths. Perceived risks include:

• Myth #1 – People with disabilities cannot be productive.
  This misperception may be due to the fact that—at some companies—physical workplaces and technology may not be fully accessible, creating artificial hurdles for qualified candidates. Also, societal barriers like limited transportation and support services can hinder job seekers with disabilities. All of these obstacles can be overcome by working with an experienced employment partner.
• Myth #2 – Accommodations are expensive.
  This belief is not supported by data. Reputable studies show that most accommodations cost nothing or less than $300.
• Myth #3 – Healthcare costs will increase.
  Employers may believe that healthcare costs will rise if they employ people with disabilities. But researchers at the University of Washington’s Disabilities, Opportunities, Internetworking, and Technology Center found that, “even if an individual with a disability had medical costs higher than others, (he or she) would likely have a minimal impact on a company's insurance premiums because of how insurance rates are often calculated.”

Employers can support employees with disabilities by encouraging them to disclose their needs and to ask for accommodation. Employers can also proactively analyze physical workspaces for accessibility, and then adapt those environments and infrastructure to support diverse abilities. Support can also be provided in the form of flexible work arrangements that suit individual abilities. Offering assistive technology and training will also empower employees to excel. And employers can have an impact both inside and outside their companies by educating employees, customers, and other stakeholders on the value of an inclusive workplace.