1. It’s the Right Thing to Do
If the individual is qualified, they should be considered fairly and impartially. There is a stigma that hiring individuals with disabilities will cost too much money. There is evidence
out there that shows that employing from this untapped pool does not cost any more than employing people without a disability. Building and uplifting communities is a good reputation to have.
2. Tax Incentives
There are many tax incentives for hiring disabled individuals. One program with huge significance is the Work Opportunity Credit
. The Work Opportunity Credit (WOTC) is a federal tax credit available to employers for hiring individuals from certain target groups who have consistently faced significant barriers to employment. An employee with a disability qualifies if the appropriate state/government agencies have certified the individual as disabled.
3. Diversity and Inclusion
Individuals with disabilities are the largest diversity population. Diversity and inclusion are added values to your reputation. You want your organization to be known for its vibrant pool of diverse winners! Diversity and inclusion must also be a part of your business strategy if the goal is success.
Hiring individuals with diverse abilities drives innovation. This untapped pool of talented individuals has developed the motivation to work hard, often times, facing adversity. In addition, they have passion and amazing problem-solving skills. You will gain new perspective within your organization that can lead to product advances and competitive advantages.
Loyalty is key when considering turnover. A three-year study was conducted regarding employee turn-over rates. Washington Mutual, Inc
. found that there was an 8 percent turnover rate for disabled employees. This study found that the turnover rate for non-disabled employees was 45 percent.