Employability Issues Facing People with Disabilities
Author: Ian C. Langtree - Writer/Editor for Disabled World (DW)
Published: 2009/01/17 - Updated: 2026/02/12
Publication Type: Informative
Category Topic: Employment - Related Publications
Page Content: Synopsis - Introduction - Main - Insights, Updates
Synopsis: This report outlines the key employability issues affecting people with disabilities, including social stigma, limited workplace accommodations, gaps in education and training, and systemic barriers within hiring practices. Drawing on established employment research, policy analysis, and labor market data, it presents a clear overview of how these challenges intersect and why they persist. The information is useful for job seekers with disabilities, seniors facing age-related limitations, employers seeking inclusive hiring strategies, and policymakers working to improve workforce participation and equal opportunity - Disabled World (DW).
Introduction
Disability Employability Issues
The viewpoints of those without disabilities are not always representative of those with disabilities. This is especially true when it comes to the employment arena. Why are these viewpoints different? There are myths and misconceptions regarding the employability and other factors.
Main Content
First let me state that there are so many negative attitudes of society when it comes to those with disabilities. I am one with a disability. My disability does not define the person that I am. It does not mean that I am a burden to society. I am an intelligent and hard working individual who has Co-Founded a Non-Profit Foundation to aid others with disabilities.
Also, there is often a lack of focus of abilities of those with disabilities. The focus should not be on limitations for we all have certain limitations. What are the myths and misconceptions?
- Employees with disabilities are absent from work more often.
- They are more likely to have work related accidents.
- There is considerable expense for accommodations for those with disabilities.
- Compensation rates are higher for employers.
- Disabled people have lower job performance standards.
- Those with disabilities have a higher turnover ratio.
Absenteeism:
Disabled persons have scored higher in several studies when it comes to their attendance at work compared to the general workforce.
Work Related Accidents:
There have been several studies which have proven that disabled people score higher in the area of safety in the workplace than those without a disability. These studies were conducted by DuPont and the Bureau of Labor Statistics. Those areas covered people working in labor, clerical, professional, managerial, operational, technical, and service areas. Those individuals with disabilities evaluated had vision, heart, health, orthopedic, and hearing disabilities.
Expense for Accommodations:
Employers feel that there is a considerable expense for accommodations. This however is not the case. Let's break down the percentages and figures. There 15% that require no accommodations, 51% require accommodations that their costs are between $1 to $500, 12% the costs range between $501 to $1000. Only 22% require accommodations that are over $1000.
Compensation Rates:
There were 279 companies surveyed by the Chamber of Commerce and the National Association of Manufacturers. The survey reported no effect on insurance rates as a result of hiring those with disabilities. What must keep in mind is that insurance rates are based upon the hazards in the workplace and the number on accidents. This does not pertain to whether a person in the workplace has a disability or not.
Lower Job Performance Standard:
This is exactly the opposite. DuPont once again did a study and found a higher percentage of job performance in comparison to those without disabilities. This is found across the board in all areas of the workplace.
Higher Turnover Ratio:
Those with disabilities are less likely to leave their jobs. They have a less turnover rate than the general workforce. Steady employment can be found for those with disabilities. There are many case studies to confirm this.
These are the truths and now we have a clear picture of what a person with a disability can do in the workplace and how it can affect the employer. It is such a benefit to both. The community as a whole as well!
Insights, Analysis, and Developments
Editorial Note: Ensuring fair access to employment is not only a matter of legal compliance but of economic and social responsibility. Addressing workplace accessibility, inclusive recruitment, and practical support systems benefits individuals, businesses, and communities alike. Meaningful progress requires coordinated effort across employers, educators, and government bodies to create labor markets that recognize ability, remove unnecessary barriers, and value diverse contributions - Disabled World (DW).
Author Credentials: Ian is the founder and Editor-in-Chief of Disabled World, a leading resource for news and information on disability issues. With a global perspective shaped by years of travel and lived experience, Ian is a committed proponent of the Social Model of Disability-a transformative framework developed by disabled activists in the 1970s that emphasizes dismantling societal barriers rather than focusing solely on individual impairments. His work reflects a deep commitment to disability rights, accessibility, and social inclusion. To learn more about Ian's background, expertise, and accomplishments, visit his full biography.