Benefits of Hiring IWDs

“The only way for us to create products and services that will make our customers happy is by accommodating as many perspectives as possible”

Hiring individuals with disabilities (IWDs) furthers a business’s eligibility to meet the Equal Employment Opportunity Commission’s requirements and supports the ADA (EARN, n.d.). In addition, employees with disabilities support a business’s interest in having diversity in the skills and talents within the company (Gerstenberger, 2014). In a national study on employers who have employees with disabilities, the most frequently reported direct benefits are that the company retained the qualified employee, improved productivity, and eliminated the cost of training new employees (JAN, 2013). According to the same study, the most frequently reported indirect benefits reported included improved interactions with co-workers, increased company morale and increased company productivity (JAN, 2013). Further benefits are listed below.

employees like working with people with disabilities.

Most people feel that employees with disabilities do not create problems in the workforce and feel that their abilities are underutilized (Siperstein, Romano, Mohler, & Parker, 2006). There is evidence suggesting that productivity, performance and safety actually improve instead of worsen (Gerstenberg, 2014). Of over 800 people in a national study, 75% had direct experience with an employee with disabilities and 91% of them felt the employee was either “good” or “very good” (Siperstein, Romano, Mohler, & Parker, 2006). Of the managers and employers who have worked directly with individuals with disabilities, 97% of them said they would rehire a person with disabilities (Alexander & Morgan, 2005).

consumers like the idea.

Hiring employees with disabilities will not hurt consumer perspectives of the company (Alexander & Morgan, 2005). In fact, research suggests that it can improve public image and reputation (Cioffi, Olson, Mank, & Yovanoff, 2001). It can also be a positive differentiating factor from other companies (Cioffi et al., 2001). Consumers in general have positive attitudes towards the idea of businesses employing individuals with disabilities. Consumers tend to believe that companies that hire individuals with disabilities are directly helping people with disabilities live productively, as well as helping their employees understand individuals with disabilities (Siperstein et al., 2006).

hiring individuals with disabilities can improve business.

Demonstrating that a company is inclusive tells consumers that the company values social responsibility and is adaptable to an ever-evolving society (Gerstenberger, 2014). Consistent across gender, education and age, people prefer to make purchases at companies that hire people with disabilities (Siperstein, Romano, Mohler, & Parker, 2006). In addition, businesses can leverage consumer interest in those with disabilities and those who care for them – they are a market segment just like any other segment (Health & Disability Advocates, 2012).

financial perks.

Businesses tend to see employees with disabilities as an expense, even thought the numbers show that the cost is typically minimal, with more than two-thirds of accommodations costing $500 or less (Gerstenberger, 2014). Furthermore, resistant employers may be see savings through tax incentives. For example, small businesses get a tax credit of up to $5,000 for expenditures associated to creating physical accessibility, equipment to accommodate the employee, and/or for services associated with employee disabilities (IRS, 2013). Another tax incentive is available to employers who hire low-income individuals with disabilities, resulting in up to a $2,400 credit for the first year of each new hire (IRS, 2013). 

Benefits of Hiring ASD

benefits of employees with autism. 

As employees, individuals with autism are recognized for their unique perspective and talents. It is thought that because individuals with autism think differently, they bring unique problem solving skills that can promote product/service developments and improvements. Individuals with autism are described as the “ideal candidates” - despite their potential limitations, they have demonstrated their ability to overcome obstacles, their commitment to their work and their flexibility to do whatever is necessary to succeed.

Some commonly known characteristics of individuals with autism are desirable characteristics in an ideal candidate. These included the ability to recognize patterns and anomalies, the ability to focus and the affinity for unambiguous process-oriented tasks. In addition, individuals with autism have unique translation skills, since they initially interpret the world based on themselves and learn how to interpret the world based on those around them. Thus, mastering this ability leads to infinite creativity and problem solving skill sets. This same perspective is supported by their adaptability, which allows them to bridge communication gaps and learn how to improvise when necessary.

benefits to employee-community. 

Hiring individuals with autism improve the overall community within the company. In particular, their presence promotes internal awareness, improves flexibility and centers the focus on employee strengths. Employees with autism can support other employees by enhancing the internal resource groups, programs and materials. In addition, working with individuals with any difference of perspective and experience, including that of individuals with autism, will support managers and employees develop their flexibility of thinking and leadership. 

benefits to business entities. 

Global companies benefit from differences. As a result of globalization, “we need people who are adapt at working across differences, who are used to making adjustments everyday and are accustom to being different” (Greathead, 2014). In addition, valuing differences improves business performance, and inclusion of individuals with disabilities raises the bar for performance. Accepting the strengths and differences of individuals with autism opens the doors to untapped high performers, especially in areas of high demand such as STEM jobs. “We can not afford to under leverage the strengths and the talents we have available to us” (Greathead, 2014). Furthermore, not recognizing the potential of high performers (because of there disability), is a tremendous cost to society as a whole.

Hiring people with known differences also demonstrates that the company reflects the customer profile, with one corporate representative stating: “building an employee base that resembled our clients helps us understand our clients” (Greathead, 2014). It is also recognized that people like to be apart of and purchase from companies that support individuals with disabilities. Furthermore, individuals with disabilities are a buying population just like everyone else. The involvement of IWDs, including autism, is considered to lead to the enrichment of products and services. Their input can: drive the creation of products and services that make customers happy, create products that otherwise may not have occurred to R&D, as well as troubleshoot and/or improve existing products and services. For companies that contract with the federal government, hiring individuals who disclose that they have disabilities fulfills compliancy with Section 503 of the Rehabilitation Act.