Your job posting has been up for six weeks. The few applicants who come in don't stay long, and the rest of your team is covering the gaps. Meanwhile, there is a group of qualified, motivated candidates that many employers never seriously consider: people with disabilities.
As a Vocational Rehabilitation Consultant, one of the most common questions I hear from employers and job seekers is "how does having a disability affect employability?" The research gives a clear answer. Hiring people with disabilities is good for the people hired, and it is good for business.
The short version
- Research links hiring people with disabilities to better retention, lower turnover and stronger customer loyalty.
- Employees with disabilities are described in the research as punctual, reliable and loyal, with productivity equal to or better than their coworkers.
- Most accommodations are cheap or free. In one large survey, 61% cost nothing at all.
- In BC, programs like WorkBC Assistive Technology Services can help cover equipment an employee needs.
What the research says
A 2018 systematic review by Lindsay and colleagues in the Journal of Occupational Rehabilitation looked at two decades of studies on hiring people with disabilities. Employers reported improved profits, better employee retention, reduced turnover and a stronger company image. The review also found improved customer diversity, satisfaction and loyalty. Holland Bloorview has a plain-language summary of the review if you want the details.
A more inclusive workplace culture
Hiring people with disabilities adds depth and different perspectives to your team. Staff who reflect the community you serve tend to understand your customers better, and customers notice.
The same review found that a more diverse workforce supports a more inclusive, positive work environment and better morale. Teams also gain a better understanding of disability, which chips away at the stereotypes that keep good candidates out of work.
Reliable, committed employees
Employees with disabilities often take real pride in their work and are loyal to employers who gave them a fair shot. The research describes them as punctual and reliable, with productivity that matches or exceeds that of other employees.
Many employers simply don't know much about disability, so they don't consider these candidates at all. That is an opportunity. Seeking out strong workers that other employers overlook can give your business an edge.
Lower turnover saves money
Every time someone quits, you pay for it: posting the job, interviewing, training and the lost productivity while the role sits empty. Better retention is one of the most consistent benefits reported when employers hire people with disabilities. Keeping good people longer is one of the simplest ways to protect your bottom line.
What accommodations actually cost
Employers often worry that accommodations will be expensive. The data says otherwise. The Job Accommodation Network (JAN), a US service, surveys employers who use its advice. In its most recent report, 61% of employers said the accommodations they made cost nothing, and those with a one-time cost reported a median of $300.
Many accommodations are simple changes:
- A flexible start time or adjusted break schedule
- Written instructions alongside verbal ones
- A different chair, a sit-stand desk or better lighting
- Swapping a task with a coworker
- A quieter workstation
In BC, WorkBC Assistive Technology Services can fully or partially cover equipment, ergonomic supports and workplace modifications for eligible employees, depending on their financial situation.
How to get started
- Review your job postings. List the essential duties clearly and drop requirements that aren't really needed for the role.
- Ask every candidate the same question. "Is there anything you need to do your best in this interview?" makes it easy to ask for an adjustment.
- Connect with employment programs. WorkBC employment services work with job seekers with disabilities who are ready to work.
- Get help with the job itself. An occupational therapist or vocational consultant can look at the physical and mental demands of a role and suggest practical workplace accommodations.
Frequently asked questions
How much does a workplace accommodation cost?
Often nothing. In JAN's survey, 61% of accommodations had no cost, and the median one-time cost was $300 for those that did.
Where can BC employers find candidates with disabilities?
Start with your local WorkBC Centre and disability employment organizations. Telling them what you are hiring for is usually all it takes to get referrals.
Will hiring someone with a disability affect productivity?
Research reviews have found productivity equal to or better than that of other employees, along with better retention and reliability.
If you'd like help building a more inclusive workplace or supporting an employee with a disability, our team works with employers across BC. Email referrals@creativetherapyconsultants.ca or call 1-888-880-3222.
Written by: MacKenzie Verhelst, BAPsych, CVRP
MacKenzie Verhelst is a Vocational Rehabilitation Consultant with Creative Therapy Consultants. She is a Certified Vocational Rehabilitation Professional (CVRP) and holds a Bachelor of Arts in Psychology from McGill University. Her work covers vocational assessment, resumes and cover letters, interview preparation, job search support and helping people keep the jobs they land.