Why hire chronically ill and disabled talent? The proof is in the numbers.
We get it: you’re looking to hire the best talent to join your team. And you care about building an inclusive team, because who doesn’t? It’s 2021.
Now more than ever, public trust and perception of companies depend on their commitment to Diversity and Inclusion (D&I). Although huge progress has been made towards equality across boundaries of gender, race and sexual orientation, one aspect of D&I is neglected way too often. That is disability.
Persons with disabilities and chronic illnesses continue to be underrepresented in corporate America.
According to the U.S. Department of Labor, the unemployment rate for workers with a disability declined from 18.9 % in April 2020 to 12.5% in September 2020. While the unemployment rate for workers with a disability may have declined from April to September, the unemployment rate still remains higher than the 7.8% recorded in January 2020.
There are 15.1 million people of working age living with disabilities in the U.S. Not to mention the 123 million working-age Americans living with chronic illnesses.
That’s nearly HALF of the U.S. population. Let’s soak that in.
Disability inclusion is an OPPORTUNITY, not a chore. Especially now, in the midst of the COVID-19 pandemic, companies are shifting towards accommodations for remote work. While some workers struggle to adapt to work from home, those with disabilities have already perfected it. They are well aware of the self-scheduling and structure necessary to balance their health and careers from home.
Hiring people with disabilities and illnesses is good for people—and it’s good for companies. Having inclusive, accessible, flexible workplaces (and policies) is key to helping everyone work better.
Businesses that foster strong disability inclusion programs have better access to talent, so they can find the right person for the right job. These businesses have better employee retention. And they have the tools they need to help their employees thrive. This is not just a blanket statement. The proof is in the numbers.
According to a 2018 report by DisabilityIn and Accenture: Getting to Equal: The Disability Inclusion Advantage, “companies that foster disability inclusion achieve 28% higher revenue, double the net income, and 30% higher economic profit margins. They also achieve 90% higher retention rates and a 72% increase in employee productivity.”
As you can see, disability and chronic illness inclusion is good for business, but not many businesses know or take advantage of that fact.
Unfortunately, it has taken the COVID-19 pandemic to show us the benefits of non-traditional work solutions. The coronavirus has led many companies to adopt fundamental technology solutions, realizing that to be productive, an employee does not always need to be physically in the office. It is possible to increase accessibility and flexibility and still maintain a high-quality work product. These trends present new opportunities for working-age individuals with disabilities or chronic illness who have long been left out of the job market.
Companies, both small and large, across the country should really take advantage of the current opportunity and national crisis to step up and rethink inclusivity, reassess hiring practices and policies, actively reach out to chronically ill and disabled Americans, and take concrete action to advance greater inclusivity at work.
So how can you take action? HIRE, SUPPORT, and RETAIN chronically ill and disabled talent.
Interested in learning how your company can become more inclusive today? Set up a call with us and our team will provide you with the resources you need to get started.
The future of work is inclusive, are you?
We are thrilled to announce a new partnership with Flatiron School to provide opportunities for chronically ill and disabled professionals to build a career in tech.
Chronically Capable is excited to announce our new partnership with IndeCollective: The Modern MBA, for the Modern Independent Worker.
Disability is diverse. Just because someone may not appear to be disabled at first glance does not mean that an individual may be disabled / chronically ill.
Many disability advocates and supporters believe that using person-first language helps people remember they are speaking with a person who has dignity, feelings, and rights.
Club Capable was designed to be a space for discovering and connecting with others in our community. Club Capable is the first community designed for chronically ill and disabled professionals to get advice, seek help navigating a job search, and access exclusive events and resources.
If we don’t see leadership standing up as role models and mentors, people will not feel comfortable disclosing.
If you want to be the best employee that you can be, you have to know your strengths. It is as simple as that, whether you are disabled or able-bodied. In the case of being disabled, I have found for myself that it can be hard to know how I benefit a workplace when I do not feel like I fit the general mold for what makes a good employee.
In 2016, I visited a friend in California and came across cannabidiol—generally referred to as CBD. Desperate to alleviate my pain, I decided to try it out.