Just because someone has a disability, doesn't mean they are unqualified.
Not only do those with disabilities need to find ways to overcome barriers, but employers need to explore how they can recruit, train, hire, and retain people with disabilities.
In 2017, another survey was published by the Kessler Foundation that illustrated the workplace experiences of employers in hiring, training, and onboarding those with disabilities.
In the survey, 3,085 supervisors answered, anonymously, questions about their organizations’ practices. Questions included whether or not their practices were useful, and if these practices encouraged training, hiring, and recruiting workers with disabilities.
Most of the respondents replied that there were procedures in their companies, but these practices were underused. The supervisors further responded that they would be willing to learn more about how to use disabled workers in their departments.
The attitude of employers should be “hiring the best fit for the job.” Although many disabled people remain unemployed because of fear, myths, and prejudice, many companies who have found that by employing disabled people, they form an attitude of diversity.
Look at the example of AT&T: “AT&T is a company where everyone’s differences are authentically embraced, valued and vital to our business inside and out. People with disabilities are no exception. I’ve seen this personally, (AT& T supervisor) because it’s part of my charge. Whether it is by ensuring an accessible environment, so employees can win at work or offering the accessibility products and services to our customers, accessibility is our commitment to connect people to the world around them.”
Additionally, these Fortune 500 companies have learned to adapt services to the diverse needs of disabled people allowing their business to develop greater flexibility, building a reputation of compassion, and learning that disabled people are just as productive and reliable as any other employee.
Those with disabilities are loyal to their positions and tend to have excellent attendance records, experience fewer accidents, and stay on the job longer than those who are not disabled.
Companies with renewed attitudes towards disabled workers are some of the most successful leaders in their field. These companies are models of disability inclusions and reject the outdated ideas that disable workers are a liability. They promote the attitude that workers of all abilities have different strengths to bring to the company.
The purpose of this survey, and other studies like the Kessler’s, is to change attitudes of companies to hire the disabled and to help the disabled realize their potential.