Employees with Disabilities: Myths and Truths
Why hire people with disabilities?
People with disabilities are great employees. They are tenacious and have overcome many barriers. Years of following medication and physical therapy regimes give them an above average work ethic. Having to make adjustments in their homes, families, and school means they know what they need to be fantastic employees. Showing a commitment to a diverse and equitable workplace improves employee morale and work satisfaction resulting in better sales, production, and employee retention. Consumers are more likely to purchase products and services from businesses that employ people with disabilities.
Hiring People with Disabilities aligns with the Canadian economic and social future.
People with disabilities gain financial freedom, respect, dignity, and acceptance.
Decreased reliance on financial assistance; they become tax players!
Access to employees with a variety of talents and experience.
People with disabilities are a reliable and dedicated labour resource.
Read more to dispel employment myths and grow your business by employing people with Disabilities.
Human Resources Myths About Employees with Disabilities and the Truth
Myth: Less Productive.
There is a fear that productivity will drop, employees are less capable of handling normal workloads.
Truth
Actually, People with disabilities work harder as they have always had to prove themselves in school, social situations, and everywhere.
A 2018 study showed that companies who employed people with disabilities had 72% more productivity, 30% higher profit margins, and 200% higher net income.
Myth: Lack Dependability and Dedication.
It is feared that people with disabilities will frequently be ill and prefer disability benefit income to earned wages.
Truth
People with disabilities are sick no more than the average worker. Employees with disabilities are less prone to burn out because they are know their limitations and will find solutions before burn out occurs
People with disabilities' dedication to their health, physical and emotional is generally higher than other employees. Managing their health and stress is necessary and they have excellent health and mental healthcare strategies.
Their dedication to improving their lives is hard won and they will transfer their dedication to the workplace.
Employees with disabilities are 90% likely to remain with companies.
Staff turnover is lowered by up to 30% in companies with employees with disabilities
Myth: Prone to High Absenteeism and Tardiness.
There is a mistaken thought that people with disabilities are sick. Illness and sickness is not the same as living and managing life with a disability. People with disabilities compete in sports, have active social lives, and on average have better attendance rates than other employees.
Truth
People with disabilities are better able to manage their appointments and are accustomed to being on time for appointments. They are likely to be more aware of their needs and meet those needs in a timely manner to avoid absenteeism.
Myth: Hiring an Employee with a disability will cause Workers’ Compensation and insurance to increase.
Employees with pre-existing conditions, disability and chronic illness, are typically exempt from long-term disability claims. People with disabilities are capable of remaining safe at workplaces.
Truth
WCB and insurance are based on the number of claims that are made by the company. Safe workplaces for employees with and without disabilities ensures that rates remain stable. People with disabilities tend to be MORE aware of their surroundings and safety conscious.
90% of the 279 companies surveyed reported NO effect on insurance costs as a result of hiring workers with disabilities. A current study recently completed by the DuPont Company support the findings that workers with disabilities performed significantly higher than their counterparts without disabilities in the area of safety.
Myth: Require Additional Training, Costly Workplace Accommodations, and Supervision.
Asking employees with disabilities what types of training accommodations he, she, or they need; ie, in-person or online, training extra time for tests, being able to record training sessions for review later, webinars, accessible PDF's and website, is sensible.
Truth about Training
Every employee needs to be trained and have access to an employee manual that explains company structure, procedures and policies, and contains commonly used forms.
Truth about Workplace Accommodation Costs
Many accommodations are free, such as computer accessibility features, Google talk to text, voice recording on cell phones, and JAWS screen reader for Microsoft, TTY on Apple phones and Android phones. Grackle for Google and the Accessibility Checker on MSOffice ensure that everyone can access your documents, presentations, and downloads.
Using free social media accessibility features draws in a larger audience and helps employees with disabilities feel valued.
Website designers have access to built in accessibility checkers - make sure your website.
Truth about Supervision
People with disabilities are self-directed. Years of practising healthcare regimes at home without supervision makes them ideal employees.
Having a disability does not affect their ability to work unaided.
Myth: It is impossible to accommodate workers with disabilities without knowing everything about the individual's disabilities and asking those questions is illegal.
There are a number of guidelines protecting people with disabilities' private medical information. It would be unreasonable to expect all applicants to be provide personal information that has no impact on their ability to perform the job for which they are being hired. There are guides and webinars that can allay these fears.
Truth about Medical Information
Diagnosis and supporting documentation may be required for accommodation. Medical and treatment information is confidential.
Having a clear work accommodation policy with easy to follow steps in the employee manual or website portal can answer questions.
Emphasizing the company’s commitment to ensuring employers with disabilities flourish is a simple solution. Publishing this commitment and including the policy in the employee manual reduces applicants’ and employees’ disclosure fear, and solves problems before they occur.
Noting current accommodations and a willingness to accommodate employees during the interview process reassures applicants. Applicants with disabilities may ask about accommodations during the interview process if it is safe.
Most employees need to work at a place before they fully know what types of accommodations they need.
Myth: Even with accommodations, employees with disabilities will continue to complain and other employees will have to pick up the slack.
Accommodation for a disability is different from special treatment, favouritism, or token hiring. Employees want to work to the best of their ability, which can include simple solutions to accommodate the employee's needs.
Truth about the Accommodation Process
Accommodation is an ongoing process. Workloads change, people learn new skills, job descriptions evolve, and new assistive technology is always coming onto the market. Accommodation needs change due to these factors.
Accommodations need to be reviewed every 6 months or more frequently for newly instituted accommodations, and at year-end employee reviews.
Checking with the employee and supervisor that the accommodation is working, applicable, and a good fit is a smart business practice. is accessible!
Myth: People with disabilities do not apply or qualify for jobs the company posts.
This can stem from the idea that the company culture, expertise, and pace is so unique that people with disabilities are not interested in job postings. As companies become more reliant on AI to hire, evaluate and fire employees, there is a fear that people with disabilities will face even greater barriers to employment.
Truth
AI may be screening out applicants with disabilities. Algorithms and Artificial Intelligence are new technologies. Parameters are based on who it thinks is the ideal employee based on historical information. Historical information favours White, able-bodied, politically and religiously conservative males.
Employers might use technology:
to use computer-based tests to measure an applicant’s skills or abilities; and
Many hiring policies and AI screen out people with disabilities. Workday is currently being sued. The plaintiff claims that Workday's HCM AI platform is discriminatory.
A work gap of 6 months results in being screened out. The unemployment rate for people with disabilities is 53.7%. This is partly due to AI and hiring discrimination.
AI's use of facial recognition, psychometric and personality tests, and scoring interests often screen out people with disabilities.
Myth: Workers with disabilities will distract non-disabled workers and make them nervous.
The myth exists that people with disabilities are rare. In fact, 20% of Canadians live with a disability. Learning, emotional, physical, and intellectual disabilities mean that it is impossible to create a generalized image of who has a disability.
Truth
People with disabilities are the same as any other worker. Disability awareness training helps employees without disabilities know how to accept co-workers with disabilities.
Human Resource offices, managers, and salespeople who take Disability awareness training are better able to hire, create seamless accommodations, supervise, and sell to people with disabilities.
Myth: People with disabilities are not consumers, so the company doesn’t need to employ them.
Adults with disabilities are consumers who are looking to advance their purchase power through paid earnings.
Truth.
Many companies produce products and services that employees may or may not use. Hopefully, all employees recommend the company’s products and services, which can open the door to markets where people with disabilities have purchasing power.
In Canada, the Purple Penny purchasing power is about $55 billion annually. It would be a shame to miss out on that market. This disposable income increases as Baby Boomers age.