Myth vs. Fact: Hiring People with Disabilities
There’s more than one reason to hire people with disabilities. They key is to not get sidetracked by myths that are – you guessed it – just myths.
Here are just a few of the many falsehoods that business owners may have heard or thought when weighing the idea of being a more inclusive hirer.
Myth #1 – My business is open to lawsuits if I hire people with disabilities.
Many employers may think that hiring a person with a disability is a liability – that the legal ramifications of meeting compliance standards will open them up to being taken to court. In actuality, most companies report never having received complaints or claims related to ADA when hiring people with disabilities.
Myth #2 – My bottom line will be affected by hiring people with disabilities.
Business owners might fear that putting people with disabilities in customer-facing positions may discourage people from patronizing their businesses. But in fact, being accommodating and inclusive opens up your customer base to the huge market of people with disabilities and their loved ones.
Myth #3 – It will have adverse effects on my productivity.
While there may be concerns that hiring people with disabilities will negatively affect your employee productivity, there’s actually no truth to that sentiment. One Walgreens distribution center, for example, had more than 50 percent employees with disabilities and improved productivity 120 percent.
Myth #4 – Candidates don’t have the skills or abilities.
The tendency is to think that a candidate for employment with a disability will inherently lack the skills necessary to work in many fields. In fact, according to the National Science Foundation, more than 600,000 scientists and engineers in the United States have disabilities.
Myth #5 – Accessibility is expensive.
The thought of updating your facilities and your workspaces for accessibility may sound fiscally daunting. But, employers earning $1 million or less with 30 or less employees can actually take an annual tax credit of as much as $5,000 to help with accessibility efforts.
Don’t let myths with no basis in truth affect your decision on whether to reach out to people with disabilities next time you need to hire – remember that if you need assistance in recruiting quality candidates with disabilities, we’re here to help.