When supervisors moan about employee absenteeism, low productivity, or lack of imagination, ask them”Do you employ individuals with disabilities?”
From entry-level to specialist positions, workers with disabilities have fewer job changes and absences than their non-disabled peers. They’re devoted to creating a great day’s work for their companies.
Employee retention is more significant than ever. Labor shortages of around 10 million workers are forecast.
Are you really concerned about the security, accountability, or functionality of an employee with a disability? You can breathe a sigh of relief. Security records of workers with disabilities equal or exceed the documents of non-disabled employees.
Major Reasons To Hire People With Disability
Are you a company that has reservations about hiring individuals who have a disability? They are human beings just like everyone else. You are going to learn some of the benefits of hiring disabled workers.
First Reason to employ those people who are disabled: They likely have a strong work ethic. Since they are at a disadvantage and have more of a necessity to prove themselves in the workplace than others, they will work with a great attitude and put all their effort.
Second Reason: You may help them feel better about themselves and also make a contribution to their own happiness. People have a natural inclination to have a high sense of dignity when they are currently working.
Third Reason: This will allow you to live until the statement you supply in your project applications and on your help-wanted advertising. You’ll show how you’re an equal opportunity employer.
Fourth Rationale: This can help make you stand out. You will improve your credibility and reputation.
Fifth Reason: It’ll be dandy for your conscience. There is absolutely no doubt that it will cause you to feel great about yourself. Having a clear conscience may outweigh any accommodations you might have to create.
Sixth Reason: This can help improve your bottom line. Companies can get tax breaks for hiring those who have special circumstances or have been out of work for quite a long time.
Seventh Reason: It might be handy to your satisfaction ranking. You may wind up high to work for.
Eighth Reason: You are able to obtain special insight. Bringing in people who are physically challenged can assist you if they’ve developed unique methods and they have ideas.
Ninth Reason: You can pave the way for more people that are like them. You will likely encourage other employers to do the same thing Should this measure is taken by you.
Let SHALOM Denver help you discover the right candidate.
Boost Your Corporate Social Responsibility
Companies that hire people with disabilities gain customer loyalty. Communities encourage visible efforts to support citizens with disabilities. Without having difficulty hearing, seeing, or even recalling Perhaps you’ll reach the end of your lifetime, but most people won’t. When you employ individuals with disabilities, neighborhood service for the business grows quickly. Many of your clients have invisible disabilities — arthritis, cancer, diabetes, heart problems, back injuries, etc..
Your organization also gains a substantial new source of creativity that affects your profit margin. Individuals with disabilities have been problem solvers and master innovators using a world that is during their interactions. Your eyes will subtly open to approaches to serve your customers all. Your product line may be creative.
Are Accommodations Expensive?
Are you worried you can’t afford costly accommodations needed for individuals with disabilities? Most alterations cost under $500. Almost one/third (29 percent) cost less than $100. The majority carry no price tag. It costs nothing so your worker can use public transport to modify a schedule. Most business owners can offer flex time at no extra price.
If sophisticated accommodations are required, financial resources are often available through your state office of vocational rehabilitation.
Get Support From Your Network
Now that you’re enthusiastic about the benefits you’ll gain and not as concerned about possible difficulties, how can you find qualified people who have disabilities?
In case you don’t understand where to locate local sources, contact the National Business and Disability Council (NBDC). They have many information providers, including the NBDC Yellow Pages. NBDC provides a National Resume Database so you can identify job applicants.
It is also possible to obtain assistance with staff training and oversight because NBDC services do not end with offender referral. NBDC will help you create an environment where your entire staff — including you — feel comfortable and encouraged. They have the experience you need to ensure responsibility and staff training.
Many companies are uncomfortable with considering physically handicapped candidates for job openings.
It is the 1 form of hiring discrimination that appears to be the toughest to conquer. I once heard someone liken being with being an invisible minority handicapped.
I think that our distress has a great deal to do with something very simple and honest… too little understanding of how to approach and interact with someone who is disabled.
How To Interview Individuals With Disabilities
We are taught as children not to stare at somebody in a wheelchair for example; or to not ask any questions regarding how it could feel to be disabled. As we move into maturity, fascination turns to distress.
These great intentions bore out of our urge to make handicapped people feel comfy only serves to create some individuals feel alienated or excluded.
A few things to consider as an employer when interviewing an employee with a physical disability:
• Don’t make assumptions about what type of job a person having a handicap is or isn’t capable of doing.
• We should take some opportunity to discuss experience and skills before pigeonholing a candidate and assuming that the person isn’t qualified for a specific job.
• Seek information from the pros. Most if not all countries to make accommodations, and have sources available With Disabilities Act.
These tools can also be very useful in answering any questions which you may have about interviewing and hiring individuals with disabilities.
Hire individuals with disabilities… but don’t do it for”them” Do it because you would like to find out more from folks who have utilized their challenges to develop their character in ways the majority of us have envisioned. I led the American Council on Rural Special Education and co-founded the National Rural Independent Living Network. Because I conducted national research, I was frequently asked to testify to the U.S. Congress. Each time, I struggled to satisfactorily represent a constituency that amuses me with their capabilities, regardless of what handicap label they had been branded with.
Individuals with disabilities inspire all of us to achieve our entire potential. Christopher Reeve inspired us with his determination and his optimism to make a difference in the lives of many others.
Happiness in the office is raised as a result of the win-win nature of hiring people with disabilities. Hire people and revel in more smiles from your customers and employees.