Common Misconceptions About Hiring People with Differing Abilities

As we celebrate National Disability Employment Awareness Month this October, it’s an ideal time to examine and dispel some persistent myths about hiring individuals with differing abilities. Despite progress in recent years, misconceptions still create barriers to employment for many qualified candidates. By understanding the facts, employers can tap into an underutilized talent pool and create more diverse, inclusive workplaces. 

Myth #1: People with differing abilities can’t perform job duties as well as other employees 

One of the most pervasive misconceptions is that individuals with differing abilities are less capable or less productive workers. However, numerous studies have shown that employees with differing abilities are just as productive as their non-disabled peers when given proper accommodations. Many exhibit high levels of dedication, problem-solving skills, and innovation – traits any employer would value. 

The Trudeau Center’s Employment Concepts program has helped place many individuals with intellectual and developmental disabilities into fulfilling jobs where they thrive and make meaningful contributions. These businesses include but are not limited to Amgen, Brewed Awakenings, Buffalo Wild Wings, Citizens Bank, Panera Bread, Thorpe’s Laundromat, Tiffany & Co., Shaw’s Supermarket, and Stop & Shop. With the right job match and support, people with differing abilities can excel in a wide variety of roles across industries. 

Myth #2: Accommodations are expensive and difficult to implement 

Some employers worry that hiring someone with a disability will require costly accommodations to the workplace. In reality, most accommodations are simple, low-cost solutions. The Job Accommodation Network reports that 56% of accommodations cost nothing, while the rest typically cost around $500. 

Common accommodations include flexible schedules, ergonomic workstations, or assistive software – changes that often benefit all employees. The Trudeau Center works closely with employers to identify effective, budget-friendly accommodations tailored to each individual’s needs. 

Myth #3: Employees with differing abilities have higher absenteeism and turnover rates 

Contrary to this belief, studies consistently show that workers with differing abilities have equal or lower absenteeism rates compared to the general workforce. They also tend to stay with employers longer, reducing costly turnover. Their loyalty and dedication often stem from appreciation for meaningful employment opportunities. 

Myth #4: Hiring people with differing abilities increases liability risks 

Some companies fear increased workers’ compensation claims or lawsuits. However, the U.S. Department of Labor found that businesses employing people with disabilities did not experience any increase in insurance costs or workplace injuries. With proper training and accommodations, safety records are comparable to other employees. 

Myth #5: Customers will feel uncomfortable interacting with employees who have differing abilities 

This misconception vastly underestimates the public’s acceptance of diversity. In fact, many consumers prefer to patronize businesses with inclusive hiring practices. A study by the University of Massachusetts Boston found that 92% of consumers felt more favorable toward companies that hire people with differing abilities. 

Myth #6: People with differing abilities lack the necessary education or skills 

While educational barriers have existed historically, more people with differing abilities are now earning college degrees and professional certifications than ever before. Many possess unique problem-solving abilities and perspectives that can drive innovation. The key is looking beyond traditional hiring criteria to recognize diverse forms of talent and potential. 

Myth #7: It’s difficult to discipline or terminate an employee with a disability 

The Americans with Disabilities Act (ADA) doesn’t prevent employers from establishing job performance standards or addressing misconduct. Employees with differing abilities are held to the same standards as other workers. Clear communication about expectations and proper documentation of any issues protects both the employee and employer. 

The Benefits of an Inclusive Workforce 

By moving past these misconceptions, businesses can reap significant benefits from employing people with differing abilities: 

• Access to a wider talent pool in a tight labor market 

• Increased innovation through diverse perspectives 

• Improved employee morale and productivity 

• Enhanced company reputation and customer loyalty 

• Potential tax incentives for businesses that hire and accommodate workers with differing abilities 

National Disability Employment Awareness Month serves as a reminder that people with differing abilities represent a skilled, dedicated segment of the workforce. Programs like the Trudeau Center’s Employment Concepts help bridge the gap between employers and job seekers with differing abilities, facilitating successful job placements that benefit both parties. 

This October, we encourage employers to examine their hiring practices and challenge lingering misconceptions. By fostering a more inclusive workplace, companies can unlock new sources of talent while creating opportunities for individuals with differing abilities to showcase their abilities and contribute to organizational success. 

To learn more about employing individuals with differing abilities or to partner with the Trudeau Center’s Employment Concepts program, contact us today. Together, we can build a more diverse, equitable workforce that recognizes the value of all abilities.