Build a Stronger Organization with Inclusive Hiring and Employment

By admin
Each

October
DATE

,

National Disability Employment Awareness Month
ORG

(

NDEAM
ORG

) highlights just how important inclusive hiring practices are for the community and for any company’s bottom line. Hiring and empowering employees with disabilities is one of the most rewarding things any company can do, from delivering value to your community, enabling your workforce, and increasing your revenue.

On average, companies that show clear dedication and action toward improving

DEI
ORG

outperform industry peers by

53 percent
PERCENT

.

Implementing and maturing

Diversity, Equity
ORG

, and

Inclusion
ORG

(DEI) efforts can result in a significant increase in company performance. Companies identified as “disability-inclusion champions” have

28%
PERCENT

higher revenue, according to a study by

Accenture
ORG

. These companies were twice as likely to have higher total shareholder returns than their peer groups. Companies that have improved their

DEI
ORG

score over time are

four
CARDINAL

times more likely to have total shareholder returns that outperform their peers compared to “non-improvers.”

A Fully Accessible Employee Experience

In a conversation with

WorkingNation
ORG

,

Vispero
ORG

Vice President

Matt Ater
PERSON

explained how companies can better accommodate people with disabilities and why inclusive hiring practices are vital. According to

Ater
PERSON

, making employment accessible for people with disabilities levels the playing field and helps ensure organizations have a skilled and talented workforce.


Ater
PERSON

, who is blind, asks companies to think about the full employee experience: “If an employee comes on at a new company, think of all the steps and the things they have to do. From applying for the job, to onboarding and training, is each step accessible? If not, it’s not going to be a very rewarding experience for the employee, and they’re probably not going to survive in the job.”


Nearly one
CARDINAL

in

six
CARDINAL

people — or

over 1 billion
MONEY

worldwide — has a disability related to hearing, vision, mobility, speech, cognition, or nervous system functions. When companies make sure their technology is accessible to all,

Ater
PERSON

says they can likely expect enhanced productivity, more innovation, and improved recruitment and retention.

Assistive Technology Empowers Your Workforce


The World Economic Forum
ORG

reports that

about 50%
PERCENT

of jobs need employees to have technology skills, and it’s estimated that by

2030
DATE

,

75%
PERCENT

will have these requirements. In an ever-expanding world of technology, companies need to make sure those with disabilities are not excluded from the workforce. Even more, inclusion efforts are “so connected to ensuring that all digital content is fully accessible [for employees] so they can do their jobs,”

Ater
PERSON

says.

For workers with disabilities, tools for accessibility – like screen readers and subtitles for video meetings – are necessary for workplace inclusion.

Vispero
ORG

,

TPGI
ORG

’s parent company, develops and helps implement assistive technology to empower an inclusive workforce.

Ater
PERSON

says tools such as screen readers, low vision devices, and braille devices allow people like himself to excel in the workforce.

Rethinking Disability and Employment

In a study conducted by

Adobe
ORG

,

77%
PERCENT

of workers with disabilities reported that their employer has done a “better job” supporting them since the beginning of the COVID-19 pandemic, when technology rapidly became an essential employee tool. Even more,

three
CARDINAL

out of

four
CARDINAL

workers with disabilities reported that accessibility and inclusivity are pivotal factors in evaluating a job opportunity.


Ater
PERSON

says that “automatic assumptions” can create barriers for inclusive employment practices.

“[Often,] the employer or the people that are doing the hiring don’t understand what the capabilities of that person are. We make automatic assumptions. I’m never going to be someone who drives a car, so they’re probably not going to hire me to drive a bus, fly an airplane, or things of that nature. But if I was hired by an airline company, does it mean I can’t be a call center agent? Does it mean I can’t be a manager?”


Ater
PERSON

says these kinds of stereotypes contribute to underemployment among people with disabilities. “[A stereotype] that we face

every day
DATE

in terms of people with disabilities is – can we do the job? We live in a world of stereotypes. It can be really hard to get away from that.”

According to

Ater
PERSON

, a lot of programs tend to go very far, and very fast, without executive-level understanding. “Companies need that commitment and understanding from the beginning to see the real results in increased productivity and ROI.”

During

National Disability Employment Awareness Month
ORG

– and

every month
DATE

– taking a step toward creating more inclusive employment processes can pave the way for an inclusive workforce and a stronger organization.

Learn more about inclusive hiring and employment: