When people of different backgrounds work together to solve problems, the result is more innovation and better outcomes. But diversity goals shouldn’t be limited to gender and ethnicity. Amazing things can happen when companies hire people with differing physical and cognitive abilities. These employees bring unique and valuable perspectives to projects and workplaces.
People with disabilities comprise the largest underemployed group in America. More than 26% of adults in the US have a disability, and the unemployment rate for the disabled is 8% — more than double that of the non-disabled workforce. For people with intellectual disabilities, unemployment soars to 66% of working age adults.
When applying for work, people with disabilities are met with skepticism...if they get the interview at all. Yet a great many disabled job candidates have advanced degrees with high honors, yet face discrimination from employers. When they do find employment, people with disabilities are often grossly underpaid, in many cases well under minimum wage.
No matter what their proficiency level, people with disabilities possess skills and perspectives that can greatly contribute to a company’s business goals and culture.
This panel discussion will help bust the myths of employing people with disabilities and give you ideas for how your company can benefit from adding disability to your diversity objectives.
Discussion topics: - Recognizing the significant advantages to hiring people with disabilities
- Getting past the fear – accommodating people with different abilities isn’t that hard
- Defining reasonable accomodations
- Typical accommodation costs (most are less than $100) and no-cost options
- Resources available for employers who hire people with disabilities, including paid work internships, stipends for employers, job coaches, etc.
- Eliminating unnecessary obstacles faced by people with disabilities
- Identifying and carving out jobs that fit specific abilities
- Cultivating an inclusive culture
