It’s been proven that companies employing people with disabilities reduce costs associated with turnover, training and safety. They also benefit from greater innovation and customer loyalty. Despite these documented advantages, many organizations are lagging. Jumpstart the disability advantage in these top ten ways:
- Expand your definition of inclusivity
Hiring from a few “diverse” demographics (e.g. women, theLGBT community) doesn’t translate to full inclusivity. Companies that don’t include people with disabilities in their recruiting universe are losing out on an educated, talented and motivated group of potential employees.
- Take advantage of your power
Business owners have the power to effect change. As leaders in the community, your commitment to being an inclusive employer goes a long way in your relationships with customers and suppliers.
- Stop thinking charity & social responsibility
Many organizations think hiring people with disabilities is a form of charity or a social responsibility issue. Despite better safety records and lower turnover, recruiting from this demographic is lumped in with purchasing organically grown coffee. Seriously?
- Act, don’t just donate
When corporations are recognized for donating money to inclusivity causes, they often feel they’ve done their part. Writing a cheque is a good thing; being an inclusive employer is better for your bottom line and better for our economy.
- Go beyond legislation
Government legislation isn’t designed to ensure inclusivity; it simply appeals to the lowest common denominator. Attitudes cannot be changed with legislation. Only hiring people with disabilities solves the problem of inclusion.
- Appeal to a huge market
53% of Canadians have a disability or are related to someone with a disability. That’s more than half the population. Companies who ignore this important employee and consumer demographic are foregoing a competitive advantage.
- Avoid wage subsidies
It makes good business sense to hire people with disabilities. But if employers don’t pay them, they typically aren’t invested in the outcome. Wage subsidies devalue the worth of employees with disabilities, and encourage unfair, even immoral hiring practices.
- Hire for the right position
Companies often say they are committed to hiring people with disabilities when they identify the right roles. There’s no particular area where a person with a disability can’t work. FromCEO to mailroom, there are as many roles as there are people.
- Think outside the elevator
Corporations often believe that accessible entrances, ramps and elevators determine inclusivity. But only 6% of the disability community actually uses a wheelchair or scooter. Did you know that most disabilities are non-visible?.
- Start today – Join SenseAbility
The single biggest justification is not being ready. Want to find out how to hire a person with a disability? Join Canadian Business SenseAbility, get the support you need and hire a person with a disability. That’s a best practice.