Disability Employability Issues

Introduction

Main Item

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. We will explore those and cover the truths on each one.

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!

Reference: Sandi Baker Co-Founder Visual Innovations & Solutions www.visualinnovations.org