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    • Myths vs. Facts

    Myths vs. Facts
    About Hiring People With Disabilities

    The truth of the matter is that some companies have concerns about hiring disabled workers. Some hiring managers, when faced with a job candidate who has a disability, may overlook a qualified candidate based on myths, stereotypes, or an overall lack of knowledge such as:

    • Unease and unfamiliarity of being around people with disabilities.
    • Negative perceptions about people with disabilities and job performance.
    • Fears of costs and potential litigation.

    As a result, some promising opportunities are lost for both job candidates and employers. Consequently, people with disabilities are one of the most underutilized workforces in America. Below is a list of myths and facts that will help set the record straight on the hiring and employment of people who have a disability.

    Myths Facts
    People with disabilities do not have the talent or skills necessary to work in my company. People with disabilities have been among the greatest leaders and contributors to society in fields such as science, business, and the arts.
    Hiring employees with disabilities can cause an increase in the company’s insurance rates or workers’ compensation costs. This is absolutely false! Insurance rates and worker’s compensation costs are calculated solely based on the hazards associated with a company’s operation and their previous on-the-job accident rate. It does NOT account for any new hires that may or may not be disabled. Employees with disabilities have not been found to increase Workers’ Compensation rates.
    Employees with disabilities will have higher rates of absenteeism than employees who have no disabilities. Not true, studies have shown that employees with disabilities are actually absent less frequently than employees who are not disabled.
    Employees with disabilities need to be protected from job-related failures. People with disabilities should be afforded the same rights as all other employees, including successes and failures, similar work expectations, and work requirements.
    Employees with disabilities will not be able to meet performance standards and overall cannot do the job. Actually, studies have shown that employees with disabilities rated average or better in job performance compared to employees without disabilities, and require no additional supervision. A study by the U. S. Chamber of Commerce’s Center for Workforce Planning found that in 2002 employees with disabilities were performing average or above average in performance, attendance, and safety.
    Employees with disabilities have a higher turnover rate in the same jobs done by employees who do not have a disability. Employees with disabilities in most job sectors actually stay on the job longer, usually resulting in a 6% turnover rate improvement. The U. S. Chamber of Commerce’s Center for Workforce Planning also found that workers with disabilities have a higher than average retention rate and have a higher level of company loyalty.
    Customers don’t want to see a person with a disability in the workplace. In a study conducted in 2006, 92% of customers surveyed said they would prefer to be patrons at businesses that do hire people with disabilities. Disability friendly companies have an opportunity to build lucrative and loyal patronage from people with disabilities, their families and friends.
    The cost of accommodating employees with disabilities will be too expensive. Studies have shown that 73% of employers found that most employees with disabilities do not require any special adjustments. For those that do, 81% of the time the adjustment’s cost is minimal (less than $100), and less than what many employers expect. A tax credit may also be available to help cover some of the costs associated with providing adjustments for the disabled.
    Employees with disabilities might have trouble getting to work. Most employees with disabilities are capable of providing their own transportation to work. For others, there are plenty of methods including walking, carpooling, public transportation, and other private transportation services.
    Employees with disabilities might be more likely to have on the job accidents than employees without disabilities. According to a company study conducted by DuPont, the safety records of both groups were identical.

    One of the biggest misconceptions around today is that there is nothing anyone can do to help eliminate barriers that confront people with disabilities. This is simply not true. There are many things individuals and businesses can do to help eliminate these barriers, including:

    • Do not park in or use accessible facilities if you are not disabled.
    • Advocate for barrier-free environments.
    • Speak out when negative words or phrases are used regarding disabilities or the disabled.
    • Accept people with disabilities as individuals capable of the same needs and feelings as anyone else, and hiring qualified disabled people when possible.

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