How to support workers with disabilities

A workplace diversity initiative benefits more than just the diverse individuals you hire. It can also give your organization a competitive edge because it expands your talent pool. One way to establish diversity in the workplace is to hire workers with disabilities — defined under the Americans with Disabilities Act as individuals with physical or mental impairments that may limit “one or more major life activities.” 

It’s not enough, however, to employ a disabled person and say that’s that. You must also build and cultivate a culture that values people’s contributions, regardless of their characteristics, and encourages individuals of any background to feel embraced. 

5 benefits of hiring workers with disabilities

A commitment to workplace diversity expands your organization’s talent, which is good for business in various ways. Here are five of the top benefits of hiring workers with disabilities:

It fosters innovative solutions

Building a workforce that comprises people from diverse backgrounds means you can combine many unique perspectives to devise ways of overcoming common business problems. Employees with disabilities may be particularly adept at formulating solutions because of the unique challenges they face in everyday life. 

It grants access to untapped skill sets

Many businesses can struggle to find the right talent, but they can solve this issue by expanding their search to include candidates with disabilities. Consider, for example, the unique competencies neurodivergent employees hold. As the Harvard Business Review notes, such individuals often perform better than average in activities involving “pattern recognition, memory, or mathematics,” skills that may have major implications in areas such as data analysis.

It can improve employee and customer metrics

Studies have shown that employing individuals with intellectual or developmental disabilities can contribute to greater productivity and retention as well as increased customer loyalty. 

According to the authors of a 2021 paper published in Humanities and Social Sciences Communications, disabled employees may have a significantly positive impact on performance metrics because they have higher-than-average motivation to work. This may stem partly from these factors:

• Social participation: Being part of a workforce is an extension of being an embraced member of society. 
• Gratitude: Per the researchers, employees with disabilities “appreciate the opportunity to work and are more motivated to perform what is expected.
• Proving a point: The researchers also note that some members of the workforce may have little confidence in the abilities of employees with disabilities, who, in turn, work harder to ensure “better quality, friendlier dealings with customers, higher loyalty towards [sic] their employer, and more consistent performance.”

The higher quality of performance and improved customer interactions may consequently inform a brighter public perception of an organization that hires people with disabilities. So might the very practice of employing such individuals. As noted in a 2023 study in Sustainability, a survey conducted in the United States found that 92% of people had favorable views of companies that have disabled employees on staff, as it suggested a more caring attitude toward one’s employees. 

It feeds a stronger work culture

A strong work culture relies on employee morale, and morale often stems from knowing that one’s employer shares one’s values. Today, inclusivity is one of the values the young workforce prioritizes.2023 Pew Research Center survey. It follows that demonstrating a commitment to inclusivity by hiring workers with disabilities can help you foster engagement, retention, and the other hallmarks of a strong work culture. 

It may qualify your organization for tax incentives

Because some business leaders may need persuasion to expand their talent search, the federal government offers tax benefits to employers who hire workers with disabilities and institute accommodations. These include:

• Barrier Removal Tax Deduction: The Barrier Removal Tax Deduction incentivizes businesses to remove architectural and transportation barriers that may prevent or hinder accessibility to individuals with disabilities. Companies that do so may claim a deduction of up to $15,000 per year for associated expenses that they would normally capitalize.
• Disabled Access Credit: An eligible small business — defined as one that earns $1 million or less and has a workforce not exceeding 30 employees in the previous year — may take advantage of the Disabled Access Credit if it incurs associated expenses in providing access to people with disabilities. The company can claim the tax credit any year it incurs such expenses.
• Work Opportunity Tax Credit: The Internal Revenue Service and the Department of Labor jointly administer the Work Opportunity Tax Credit for companies that employ individuals from targeted groups who’ve historically faced barriers to employment, including those with physical or mental disabilities. It applies to wages that employers pay to individuals who begin work on or before Dec. 31, 2025. This tax credit equates to 40% of their wages up to $6,000.

Your organization may be eligible for similar incentives at the state and local levels in addition to the above. 

6 ways to support workers with disabilities

Here are six ways you and other leaders in your organization can support workers with disabilities:

Provide inclusivity training to your existing workforce

You can only realize the advantages of an inclusive workforce if your existing staff helps to establish an accepting environment. Providing specialized training can ensure that everyone understands the value of disability inclusion and how to support colleagues with disabilities. Remember that all the organization’s members, including executives and managers, should engage in this training. Universal participation and buy-in are crucial for conveying its importance.

“You can only realize the advantages of an inclusive workforce if your existing staff helps to establish an accepting environment.”

Use inclusive language in the job posting

An inclusive job posting communicates this message: “No matter who you are, we will respect and value your contributions as an employee.” Writing an inclusive job posting centers on word choice and phrases relating to accomplishing tasks. A good marker is replacing language that restricts the job’s duties to minimum physical and developmental conditions. To illustrate, consider these statements:

• The candidate must be able to lift up to 30 pounds, stand for prolonged periods, and speak politely to customers. 
• The position involves moving objects weighing up to 30 pounds, remaining stationary for prolonged periods, and communicating politely with customers.

The difference is subtle but impactful. The first statement frames the required physical abilities — lifting, standing, speaking — but the second statement allows for alternative modes of conduct and implies that there can be accommodations to support the employee.

Utilize a disability recruiter

A disability recruiter or disability inclusion recruiter specializes in hiring candidates with disabilities. They understand the unique qualities that employees with disabilities can provide, the accommodations that an organization may need to make for them, and the subtleties in writing an inclusive job posting.

Highlight accessibility

As you recruit, interview, and then onboard new employees with disabilities, make a point of conveying the accessibility accommodations your organization is happy to make, including the following:

• Architectural barriers (curbs, doorways, stairs, elevators, and hallways)
• Lighting
• Noise
• Desks
• Assistive devices
• Assistive software

Enact engagement programs aimed at workers with disabilities

Well-designed engagement programs can help empower employees with disabilities and improve their engagement. For example, you may consider a mentorship program where employees with disabilities learn and develop professionally under executives. You could also provide professional development opportunities that help employees with disabilities build essential skills. 

Incorporate flexible scheduling and work models

Flexible scheduling and remote work arrangements demonstrate that your organization has considered the challenges employees with disabilities may face. For example, the in-person work environment can be challenging for the neurodivergent and those with chronic pain. Allowing employees to work from home can convey that you’re happy to provide for their needs and preferences.

As you support your employees, remember it’s vital to encourage communication throughout the professional relationship so that individuals feel comfortable providing input on how to make the workplace more inclusive. Listening to your people and taking appropriate action is a great way to show your support.

More tips about promoting a diverse workplace

Veterans are another population of employees who can bolster your workforce with their distinctive experiences and skill sets.

Ensuring your workplace is an environment where employees feel safe and accepted is crucial. One way to do so is by learning what it takes to be an ally to your LGBTQIA+ employees.

Gender inequality continues to place a large population of workers at a disadvantage. Fortunately, there are measures that workforce leaders can take to resolve such unfair conditions.