Providing Information & Resources for Hiring People with Disabilities
Why Should I Look to People with Disabilities to Fill Vacant Positions in my Company?
People with disabilities represent a target market for recruiting employees that has been largely overlooked. They represent a significant pool of potential applicants who repeatedly get high marks from managers on job-related issues. A 1994 U.S. Census report found there are currently more than 27 million working age adults (ages 21-64) with disabilities in the United States. Approximately 13 million of them are unemployed. Seventy-nine percent of those unemployed would like to work, but do not. With the implementation of the Americans with Disabilities Act in 1990, businesses must provide equal opportunity and reasonable accommodations to people with disabilities. Employers prepared to work effectively with this source of workers will not only be better able to meet the letter and spirit of the law, but will have a competitive advantage in recruiting and retaining the most qualified workforce possible.
Is It Expensive to Make Workplace Accommodations for Employees with Disabilities?
Generally, no. In fact, a 1994 Harris survey found that nearly 70 percent of adults with disabilities who are working, or are willing and able to work, do not need special equipment or technology in order to perform effectively.
However, employers have always made adjustments in the work place to accommodate the needs of employees and the same flexibility should be extended to people with disabilities. A 1996 study sponsored by the federal government found that 20 percent of accommodations cost nothing while another 51 percent cost less than $500. In addition, the Internal Revenue code may provide significant tax deductions to businesses to make their facilities and equipment accessible to persons who are disabled.
Is It Difficult to Supervise Employees with Disabilities?
No more than other employees. A Harris poll found that 82 percent of managers said employees with disabilities were no harder to supervise than employees without disabilities. Employees with disabilities should be held accountable to the same job standards as any other employee. Managers should be confident that their supervisory skills will work equally well with employees with disabilities.
Do Employees with Disabilities Perform as Well as Employees without Disabilities?
According to many employers who hired people with disabilities, these individuals generally are motivated, capable and dependable. Successive studies at DuPont Corp. consistently found that their managers rated 90 % of employees with disabilities average or better in job performance. As with all employees, it is important to match abilities, interests and experience with job requirements.
Will Employees with Disabilities Be Absent More than Employees without Disabilities?
No. The DuPont study found that 85% of its employees with disabilities rated average and above average on attendance, only slightly less than the rating for other employees. A study by International Telephone and Telegraph of a 2,000-member plant with 125 employees with disabilities found these employees had fewer absences than their coworkers.
Do Employees with Disabilities Have Good Safety Records?
Yes. The DuPont survey found that supervisors ranked its employees with disabilities higher on safety issues than their non-disabled peers. U.S. Department of Labor studies support this finding.
What Salary Range is Fair?
Employees with disabilities should receive prevailing wages and benefits, based on productivity and job performance.
Will Hiring People with Disabilities Cause my Workers' Compensation Rates to Rise?
Workers' compensation rates are based upon the relative hazards of the operation and the company's accident experience, not upon the composition of the workforce. Given the excellent safety record of people with disabilities, there is no reason to expect rates to increase.