Hire People with Disabilities
The total number of people with disabilities worldwide is 1.3 billion, which is more than 17% of the global population. Yet, the startling truth is that a meager 4% of all companies offer employment to this demographic, according to the World Economic Forum. Not only is this a questionable ethical and moral standpoint, but it also presents a loss of business opportunities. A study from the American Association of People with Disabilities shows that the revenue of businesses that hire people with disabilities is 28% higher than companies that do not. Why is this the case?
THE UNTAPPED POTENTIAL
Research from the Institute of Corporate Productivity shows that employees with developmental disabilities (such as autism) are more creative than their non-neurodivergent counterparts in a corporate setting. Besides, these employees score significantly higher than average on problem-solving, critical thinking, and mathematics, making them suitable for technology firms. Apart from that, the research also points out that people with other types of disabilities exhibit more company loyalty, produce more output, and have less absenteeism than employees without disabilities. The reason for this stems from, according to a paper from the Work Institute, the fact that people with disabilities desire a stable job with long-term prospects.
THE IMPROVEMENT IN CORPORATE CULTURE
An analysis from Catalyst, an NGO promoting diversity in the workplace, reports that 80% of employees in organizations that hire people with disabilities felt that the firms they worked for were high-performing organizations. This is because employees felt pride in their workplace for its inclusive hiring, thus feeling that they, too, were more accepted and included in the office. In fact, study after study has shown that workplace diversity always results in a less toxic, more inclusive culture and better productivity. In the case of brands hiring people with disabilities, the effects could go even further, as many employees often cite that they felt inspired by the work ethic and dedication of their co-workers with disabilities. This promoted company-wide synergy and a more positive, welcoming culture.
For these reasons, it is apparent why organizations that hire those with disabilities outperform firms that do not. Businesses are able to benefit from the unique insights these employees are able to provide. Notwithstanding, as companies of the future will be expected by consumers to bring betterment to the society they operate in, beginning the inclusive practices right at the hiring process will go a long way.
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