BenefitsPro Article: Investing in persons with disabilities in the workplace
People with disabilities deserve to achieve meaningful lives and work can be a central component of physical independence and personal freedom. While intellectual and developmental disabilities (I/DD) can limit certain functions that others possess, there are opportunities in every organization that can be openings for professional achievement as well as positive societal shifts.
Employee Loyalty
Companies that invest in people with disabilities demonstrate leadership while empowering others in the workplace. To do so effectively, the first step is to dispel potentially negative parameters of evaluation. There is a misconception that workplace changes for people with disabilities are costly and burdensome. However, The Department of Labor found that nearly half of the accommodations made for people with disabilities can be implemented at no cost to employers. For those that do, the median expenditure is only $300.
For employees with disabilities, we find they are frequently the most loyal and will remain with companies that support them for as long as possible. In fact, 62% of adults with I/DD employed in a competitive setting have been at their current job for three years or more, demonstrating their commitment. “People with disabilities want to work,” said Enrique Gonzalez, Program Manager of Vocational Services at CP Unlimited. “Our SecureDoc paper management company partners with 18 people with disabilities, for example, all of whom love their jobs.”
However, despite their dedication, only 34% of adults with intellectual disabilities aged 21-64 are employed, and an approximately equal number work in a sheltered setting. When you overlay underrepresented groups to those with disabilities, that employment number drops even further. Compared to a national unemployment rate of just 4%, it is clear that companies can do better for people with disabilities; thankfully, solutions are in reach.
Making Work Workable for All
At the individual level, employers should consider how to pipeline and open appropriate roles to people with disabilities. By partnering with local providers and non-profits like CP Unlimited, leaders can support the successful onboarding and job coaching of potential hires.
Once on board, real-world accommodations can mean anything from height-adjustable desks to fit wheelchairs to offering stools for positions that require standing for prolonged periods of time. Critical to remember is that many disabilities are not immediately visible; employees with ADHD, epilepsy, diabetes, chronic pain, neurodivergence, and other invisible challenges should be included as part of an organization’s inclusivity strategy. Reserving a quiet room as a “Sensory Friendly” space is another example of helping people with certain disabilities recenter and remain focused at work.
Offering flexible schedules and ensuring that company policies and benefits are inclusive and supportive of disabled employees can also foster good will and understanding, and can mean the difference between a more diverse and reflective workforce and one that is not tapping the full scope of personal ability.
This exposure can be encouraging. When fully abled people work alongside someone with different abilities, it actually enhances their view of what is possible both in the workplace and beyond. Companies become incubators of inspiration, thereby elevating internal culture through visibility and engagement.
One further benefit: we find that success at work translates to better outcomes outside as well. “Broadening their roles at work translates to enhanced skills at home and other areas. Having the people we support access the community as professionals as well as residents is a core component to a fulfilling life,” said Kadia Hibbert, Associate Director of Vocational Services.
For the Industry
The disability field has long sought to clarify that our understanding of diversity should widen to include those with intellectual and developmental disabilities. Companies with sufficient outreach capabilities can spearhead more industry-wide support of legislative and organizational initiatives. Matching gift alignment, event sponsorship, and grants can magnify donations to local advocates and offers storytelling opportunities for businesses to build neighborhood relations.
One area of promise includes the incorporation of assistive technology in branches and designing new spaces with these additions in mind. Speech pathologists at our organization have had hands in the creation and programming of such devices so they can better understand people with differing speech abilities. This arena is an exciting field poised to make deep impact.
There is much to do at every level, and we encourage companies to think creatively about channels to boost investment in people with disabilities. It is one that always pays broad dividends.
