Boosting the Bottom Line: Six Benefits of Disability Inclusion
Disability inclusion can improve productivity and profitability by accessing untapped labor pools and target markets.
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Innovation is a way of life for people with disabilities. They must adapt to the world around them on a daily basis. And in doing so, they develop problem-solving skills, In adapting to the world around them, people with disabilities develop strengths such as problem solving, creative thinking, persistence, planning and a willingness to experiment.
Inclusive business cultures have been proven to show positive ROI. What’s good for the bottom line is good for the shareholder. Always important, it takes on particular significance in view of the current flurry of M&A in the channel, as more and more investors are monitoring company culture and diversity.
It’s widely known that a diverse workplace culture is more productive. In addition, a well-run disability community outreach program can reduce staff turnover by as much as 30%. When their performances are graded on the same scale as other employees, the majority (90%) of employees with disabilities are rated as average or above average.
Companies with inclusive hiring practices usually work to also have a diverse supply base — a competitive advantage. And a boon, given ongoing supply-chain woes. WeConnect reports that among the advantages of inclusive sourcing are access to new suppliers, cost savings from increased competition and brand enhancement.
In addition to a diverse supply chain, companies with inclusive hiring practices tend to target more marketing efforts toward people with disabilities than those without. People with disabilities are the third largest market segment in the U.S. The total after-tax disposable income for those of working age is about $490 billion.
Inclusive marketing sets businesses apart from the competition for consumers with disabilities as well as those without. According to the National Business and Disability Council (NBDC), two-thirds (66%) of consumers will purchase goods and services from a business that features people with disabilities in their advertising.
Inclusive marketing sets businesses apart from the competition for consumers with disabilities as well as those without. According to the National Business and Disability Council (NBDC), two-thirds (66%) of consumers will purchase goods and services from a business that features people with disabilities in their advertising.
The CDC defines disability inclusion as “understanding the relationship between the way people function and how they participate in society and making sure everybody has the same opportunities to participate in every aspect of life to the best of their abilities and desires.”
And in today’s highly competitive job market, disability inclusion is a no-brainer.
According to the Department of Labor, there are approximately 33 million people of working age (between 16 and 64) with disabilities in the U.S. Of those, 18.5 million are employed. That means there’s a talent pool of 14.6 million workers waiting to be tapped.
Accenture teamed with Disability:IN and the American Association of People with Disabilities (AAPD) to survey companies in the U.S. market. Among their findings was that companies didn’t actively recruit people with disabilities for three main reasons. The first was a lack of understanding of how much talent was available. The second was not fully comprehending the potential benefits. The third was erroneous perceptions of the cost vs. ROI on employing people with disabilities.
In reality, people with disabilities have skills and experience that can provide employers with a competitive edge. In addition, Achieve Services reports that people with disabilities are extremely reliable workers with exceptional records of attendance, job performance and retention. Further, according to the Department of Labor’s Office of Disability Employment Policy, most accommodations needed to facilitate new hires with disabilities cost nothing. The rest cost an average of $500.
According to the Accenture report, there are six key areas of “inclusion incentives.” Click through the gallery above to learn more about them.
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