Employer Guide: Understanding Barriers to Employment for Disabled Persons and the Business Case for Inclusion

Employer Guide: Understanding Barriers to Employment for Disabled Persons and the Business Case for Inclusion

TWIG
29 July 2024

While many companies claim to prioritize diversity, a significantly smaller percentage actively focus on disability inclusion. Understanding the barriers to employment for disabled persons and recognizing the strong business case for their inclusion is crucial for employers.

The Business Case for Inclusion

• Economic Impact: Excluding people with disabilities can cost up to 7% of GDP in some countries.
  
• Financial Benefits: Companies focusing on disability inclusion report 28% higher revenue, double the net income, and 30% higher profit margins.
  
• Talent Acquisition and Retention: Inclusive companies often see stronger talent acquisition and retention, particularly with the next generation of workers.

Identifying and Overcoming Barriers

1. Diverse Recruitment Sources: Often, companies overlook sources that could yield more candidates with disabilities, such as schools for the deaf. Expanding recruitment channels can tap into a wider talent pool.
   
2. Resume Screening Practices: Some screening methods may inadvertently penalize candidates who mention disabilities or functional limitations. Employers should review their screening processes to ensure they are inclusive.
   
3. Accessible Testing and Interviewing Formats: Using inaccessible formats can exclude qualified candidates with disabilities. Ensuring that all stages of the recruitment process are accessible is vital.
   
4. Job Requirement Clarity: There’s a tendency to conflate essential job requirements with ideal candidate profiles, which can inadvertently exclude people with disabilities. Clear differentiation is necessary.
   
5. Workplace Attire Considerations: For people with physical impairments, the requirement for specific workplace attire can be a significant barrier. Employers should consider flexibility in dress codes to accommodate diverse needs.
   
6. Policy level factors like losing disability benefits.
   
   Using combined interventions like offering social assistance waivers for young adult participants to allow for participation in job placement & training programs without the loss of income support. Participants who receive both combined interventions are more likely to hold paid employment & report greater income vs those who do not receive combined intervention.

What can employers do?

1. Broaden Recruitment Channels: Actively seek out and engage with sources that cater to disabled individuals.
   
2. Inclusive Screening Processes: Revise resume screening to focus on skills and abilities rather than unintentional biases against disabilities.
   
3. Ensure Accessibility: Make all recruitment and workplace processes accessible, including interviews, assessments, and daily work tools.
   
4. Clear Job Descriptions: Distinguish between essential skills and desirable qualities in job descriptions to avoid excluding capable candidates.
   
5. Flexible Dress Codes: Adapt dress code policies to accommodate the needs of employees with physical disabilities.

The inclusion of disabled persons in the workforce is not only a moral imperative but also a strategic business decision. By understanding and addressing the barriers to employment for disabled individuals, employers can tap into a broader talent pool, enhance their company culture, and realize significant economic benefits. This approach leads to a more inclusive, diverse, and productive workplace.