As employers seek to recruit qualified individuals in an increasingly competitive work environment, they may be overlooking a significant pool of talent—people with disabilities.  Many leading companies have figured out that they can gain a competitive advantage by hiring disabled workers—both because of the skills and competencies they bring to their jobs, and the enormous market that people with disabilities (PWD) represent. They are the single largest minority group in the United States, numbering more than 54 million people and accounting for more than $200 billion in spending power.

The landmark Americans with Disabilities Act (ADA), passed in1990, prohibits discrimination against people with disabilities in employment-related activities such as hiring, advancement, pay and benefits. The employment gains expected from the passage of the ADA unfortunately have not materialized as hoped. Persons with disabilities are still the most untapped employment resource. A 2008 Personified survey of company owners and HR managers found that only 27 percent proactively recruit people with disabilities. 64 percent said they do not do so, and close to 10 percent were unsure.

There are multiple benefits for employers who hire workers with disabilities. As employees, they contribute to the diverse viewpoints that businesses need to succeed and innovate. As loyal workers, they contribute to increasing employee retention and reducing turnover. A review of multiple studies revealed that employees with disabilities have better safety records, equal or better turnover and absentee rates and equal or better job assignment flexibility, compared to non-disabled employees.

Businesses are slowly seeing the value of hiring people with disabilities, who are part of the largest minority group in the country. However, they still have a long way to go.  Hiring people with disabilities is not an act of charity; it’s a smart move for any business. By recognizing people with disabilities as an important talent pool, employers can meet hiring goals, strengthen their employment brand and position themselves to attract disabled individuals, as well as their families, friends and advocates, as customers and clients.

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

McDonald’s

This fast-food giant has a long record of employing people with disabilities.  McDonalds are members of and have active board members on the U.S. Business Leadership Network, a national organization that works to promote including people with disabilities in the workforce as a business imperative.