Barriers employers cite that get in the way of hiring people with disabilities are a lack of relevant work experience, difficulty finding qualified candidates, physical barriers and attitudes among coworkers and supervisors. Ironically, another barrier is the discomfort that some people with disabilities feel about self identifying, due to past encounters with employers’ bias.

How can an employer move past these barriers? Two changes need to occur. The first is communication and knowledge. Educating managers and employee’s about working with the disabled break the preconceived ideas that most people have of working with the disabled and their needs. Encouraging open dialogue between employee’s and management would also ease the fear and preconceived ideas, as well as create better relations.

The second change would be for employers to have an open mind in the area of “lack of work experience” pretaining to the disabled. Many persons with disabilities are often hindered in the areas of work history and experience due to circumstances beyond their control; such as the inability to find employment, possible medical setbacks, and lack of on job training that they may need to be successful.

Employer’s need to keep a creative and open mind when considering and hiring the disabled and remember that the barriers that they "think" they see may not be a hindrance to that persons performance. State Vocational Rehabilitation Services often work in collaboration with service agencies to provide training supports for persons with disabilities. This service is of no cost to the employer and is often a key element in preparing, training, and securing a successful employee for a business.    

Leaders in Proactively Recruiting People with Disabilities and Providing Disability-friendly

Work Environments

Merck & Co.

Merck received a New Freedom Initiative Award in 2005 for its long track record of recruiting people with disabilities, providing workplace accommodations and conducting disability awareness activities.

In 2008, the company launched ten Global Constituency Groups, including the Differently Able Group, who look for ways to enhance career development and inclusion for people with disabilities.