Understanding the Benefits of Disability Inclusion for Business Growth

Now more than ever, companies are striving for employees who can take their company to the next level. In past times, individuals who have disabilities and differences were seen as liabilities and not the team players that they truly are. Thanks to advocacy and research, the liability label is being ripped off and replaced with capability for those with disabilities who want to be employed.

Companies Benefit from Disability Inclusion

Companies benefit when individuals with disabilities are part of their workforce. In Accenture’s recent report (Accenture, 2023), companies that led on key disability inclusion, criteria had 1.6 times more revenue, 2.6 times more net income, and double the profit (Winiarski, 2024).

That right there is an eye-opener. Then why is it that most of these accomplishments are made by multinational companies and not companies of all sizes? The reason is the lack of education and the stigma so many with disabilities face. In the article, Why Do Employees (Fail to) Hire People with Disabilities? A Systematic Review of Capabilities, Opportunities, and Motivations, a study was conducted on what reasons were preventing employers from hiring individuals with disabilities. The COM-B model was used to gather information about employer’s hiring behavior (B), based on capability (C), opportunity (O), and motivation (M) (Nagtegall et. al., 2023).

The result of the study showed that most employer’s expectations of people with disabilities were unproductive, they assumed having someone with a disability on their team would cost a lot of money, and a lack of education (Nagtegall et. al., 2023). As an individual with a neurological disorder, I can especially relate to the last one. Many employers do not understand disabilities and rather than learn, they allow fear to take over and run away from what could be an employee who can create amazing change in their company.

However, there were some positive outcomes from the study. Organizations that hire people with disabilities are motivated to help others, are often larger organizations, and are focused on creating a competitive advantage (Nagtegall et. al., 2023).

Competitve Advantages of Disability Inclusion

Competitive advantage, right there is the magic behind things. When companies are willing to learn, grow, and create realistic strategic plans, they can become larger organizations that establish credibility and a strong brand. When leaders are open-minded and can critically think about the benefits of their company both short and long-term, amazing opportunities can open up and take place.

Resources such as the Social Security’s Ticket to Work Program (SSA.gov, n.d.) give individuals the opportunity to participate in a work program with an employer while being allowed to keep their benefits and medical coverage (Winiarski, 2024). The long-term goal is to help individuals receive the training they need, become and stay employed, and reduce their independence on SSDI or SSI payments (SSA.gov, n.d.) Employers can work with organizations such as the Employment Network through the Social Security Administration or any state Vocational Rehabilitation to receive proper training and coaching to help current and future employees who have disabilities achieve success within their company.

The biggest challenge for employers from a legal aspect is preventing any discrimination from taking place. Despite the Americans with Disabilities Act being in effect since 1990, many entrepreneurs are oblivious to what the ADA is and the protections that it offers. Organizations such as the Job Accommodation Network, educate employers about the ADA, how to follow it, and make sure proper accommodations and made and managed (JAN, n.d.).

State, county, and local governments have workforce development programs that help local businesses recruit, hire, and retain individuals with disabilities and differences. Many job placement organizations work directly with governments to help companies find the people they need. EARN or the Employer Assistance and Resource Network on Disability Inclusion helps companies with these services (EARN, n.d.)

One of the best benefits that companies receive when employing individuals with disabilities is tax incentives. Many small businesses are not even aware of the benefits they can receive when hiring people with disabilities. The Work Opportunity Tax Credit is a federal tax credit available to employers who invest in American job seekers who have consistently faced barriers to employment (Department of Labor, n.d.). The Disabled Access Tax Credit (Title 26, Internal Revenue Code, Section 44), lists the requirements and benefits for employers who hire people with disabilities (EEOC, 1997).

Companies Commit to Disability Inclusion

For companies who want to strengthen their creditability and establish a strong brand, organizations such as the Disability Equality Index are a great resource to turn to. The Disability Equality Index scores companies from 0 to 100, with companies that score 80 and above as “Best Place to Work for Disability Inclusion”. Since its creation in 2015, the Disability Equality Index has grown six times from 80 companies to 485 in 2023 (Disability Equality Index, 2024). The Disability Equality Index provides educational resources as well as networking opportunities to help companies achieve these goals.

The benefits outweigh the risks of hiring individuals with disabilities and differences. Through collaboration, education, resources, and a new mindset approach, positive change can be created, resulting in a win-win situation for both employers and individuals with disabilities and differences. It’s time to take the first step and make it happen.

Resources:

Accenture (2023). Companies that Lead in Disability Inclusion Outperform Peers Financially, Reveals New Research for Accenture. Accenture. Retrieved from: https://newsroom.accenture.com/news/2023/companies-that-lead-in-disability-inclusion-outperform-peers-financially-reveals-new-research-from-accenture

Disability Equality Index (2024). What We Do. Disability Equality Index. Retrieved from: https://disabilityin.org/what-we-do/disability-equality-index/

Employer Assistance and Resource Network on Disability Inclusion (n.d.). EARN: Advancing Workforce Diversity. Retrieved from: https://askearn.org/

Nagtegaal, R., de Boer, N., van Berkel, R., Derks, B., & Tummers, L. (2023). Why Do Employers (Fail to) Hire People with Disabilities? A Systematic Review of Capabilities, Opportunities and Motivations. Journal of occupational rehabilitation, 33(2), 329–340. https://doi.org/10.1007/s10926-022-10076-1

Job Accommodation Network (n.d.). Information by Role. JAN. Retrieved from: https://askjan.org/info-by-role.cfm#for-employers

Social Security Administration (n.d.). Ticket to Work. Social Security Administration. Retrieved from: https://choosework.ssa.gov/about/how-it-works

U.S. Department of Labor (n.d.). Work Opportunity Tax Credit. U.S. Department of Labor, Employment and Training Administration. Retrieved from: https://www.dol.gov/agencies/eta/wotc/

U.S. Equal Employment Opportunity Commission (1997). Facts About Disability-Related Tax Provisions. U.S. Equal Employment Opportunity Commission. Retrieved from: https://www.eeoc.gov/fact-sheet/facts-about-disability-related-tax-provisions

Winiarski, D. (2024). How People with Disabilities Make a Positive Impact in the Workforce. Forbes. Retrieved from: https://www.forbes.com/sites/dianewiniarski/2024/01/30/how-people-with-disabilities-make-a-positive-impact-in-the-workplace/