Disability Employment Pays Tangible Dividends

Looking for ways to improve employee retention and morale while creating positive visibility? Consider the business case for hiring workers with disabilities.

By Brett Pyrtle, Star Tribune Sales and Marketing

Last update: September 25, 2009 - 4:15 PM

When it comes to hiring workers with disabilities, the initial reaction of many employers is to consider the potential costs. That approach, however, overlooks the many documented ways in which this employee group adds value to the bottom line.

Need proof? Consider a recent nationwide study by the University of Massachusetts, which found that 92 percent of consumers polled felt more favorable toward companies that hire individuals with disabilities. Just as important, 87 percent said they would prefer to give their business to such companies.

"When you consider those numbers, there's a strong business case to disability employment," says Sean Roy, transition and workforce partnerships director at PACER Center, a Bloomington-based parent training and information center for families of children with disabilities. "Consumers really want their businesses to be representative of what their community looks like, and this shows those people are willing to support disability employment through where they spend their dollars."

The issue has gained steady visibility in recent years. In 1988, Congress designated the month of October as National Disability Employment Awareness Month, a decree that acknowledges the job-related needs - and contributions - of individuals with all types of disabilities. Locally, the city of Bloomington has been a leader in raising the profile of disability employment for well over 20 years, using workshops, presentations and employer awards to highlight success stories, visit its website for a calendar of events: www.ci.bloomington.mn.us.

Pervasive Myths, Rewarding Realities

Quite often, the biggest barriers to employing people with disabilities are false beliefs about workplace issues their hiring may create. Some of these myths include:

Cost. While the common belief is that all disability accommodations are expensive, the majority can be handled for little or no cost. According to a 2006 study by the Job Accommodation Network in Morgantown, WV, 46 percent of employers said the modifications needed by employees and job applicants with disabilities cost absolutely nothing.

Attendance and job performance. In workforce studies conducted since the 1950s, DuPont found that its employees with disabilities matched or exceeded non-disabled peers records in "attendance and attention to safety."

"These are typically people who come to work everyday - often never missing a day - and stay with jobs far longer than their non-disabled peers do," says Maxine Pegors, a human resource generalist and member of the Bloomington Disability Employment Awareness Month committee.

Workplace culture. Adding workers with disabilities is a great way to brighten a company's mood. The Job Accommodation Network study noted that companies with active disability employment programs enjoyed improved co-worker interactions (67 percent) and increased company morale (58 percent).

Brett Pyrtle is principal of Turning Point Communications LLC, a marketing communications firm based in St. Paul.

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