Investment in people with disabilities at work

People with disabilities deserve to achieve significant lives and work can be a central component of physical independence and personal freedom. While intellectual and developmental disabilities (I/DD) can limit certain functions that others hold, there are opportunities in each organization that can be openings for professional achievements, as well as positive changes in society.

The loyalty of the employees

Companies investing in people with disabilities demonstrate leadership, while empowering others in the workplace. To do this effectively, the first step is to eliminate the potentially negative parameters of the evaluation. There is a misconception that changes in the workplace for people with disabilities are expensive and burdened. However, The Department of Labor found That almost half of the accommodations made for people with disabilities can be implemented at no cost for employers. For those who do, the median expenses are only $ 300.

For employees with disabilities, we find that they are frequently the most loyal and will stay with companies that support them as long as possible. Actually, 62% of adults With I/DD employees in a competitive framework has been at the current job for three years or more, demonstrating and commitment. “People with disabilities want to work,” said Enrique Gonzalez, manager of the professional service program at CP Unlimited. “Our company for managing Securedoc paper is a partner with 18 people with disabilities, for example, who love their jobs.”

However, despite their dedication, only 34% of adults with intellectual disabilities aged 21-64 are employed, and a number of approximately equal number in a protected frame. When overlapping groups underrepresented to those with disabilities, the employment number decreases even more. Compared to a national unemployment rate of only 4%, it is clear that companies can do better for people with disabilities; Fortunately, the solutions are at hand.

Doing the functional work for all

At the individual level, employers should take into account the pipeline mode and Open adequate roles to people with disabilities. Through partnership with local and non-profit suppliers such as CP Unlimited, leaders can support success and job training for potential employment.

Once on board, accommodations in the real world can mean anything, from the height adjustable offices, to the matching of the wheel chairs until the seats for positions that require standing for prolonged periods of time. Critical to note is that many disabilities are not immediately visible; Employees with ADHD, epilepsy, diabetes, chronic pain, neurodiverity and other invisible challenges should be included as part of the strategy of including an organization. Booking a quiet room as a “sensory” space is another example of helping people with certain disabilities more recently and remaining concentrated at work.

Providing flexible programs and ensuring the fact that the company’s policies are inclusive and supportive with disabilities can also favor a good will and understanding and can mean the difference between a more diverse and reflective workforce and one that does not reach the entire scope of personal capacity.

This exposure can be encouraging. When people fully hanging work with someone with different skills, it actually improves their point of view on what is possible both at work and beyond. Companies become inspirational incubators, thus raising internal culture through visibility and involvement.

Another benefit: we find that success in the workplace is also translated by better results outside. “The broadening of their roles in the workplace is translated by improved home skills and in other fields. Having people we support to access the community as professionals, as well as residents, is a basic component for a fulfilling life, ”said Kadia Hibbert, associate director of professional services.

For industry

The invalidity field has long sought to clarify that our understanding of diversity should expand to include those with intellectual and developmental disabilities.

Companies with sufficient information capacities can support more support at the industry level of the legislative and organizational initiatives. Matching gifts alignment, sponsoring events and subsidies can increase donations to local lawyers and offer story opportunities for companies to build neighboring relationships.

A field of promise includes the incorporation of the assistance technology in branches and the design of new spaces considering these additions. Speech pathologies from our organization had hands in creating and scheduling such devices, so that they can better understand people with different speech skills. This arena is an interesting area to have a deep impact.

There is a lot to do at all levels and we encourage companies to think creatively to channels to stimulate investments in people with disabilities. It is one that always pays wide dividends.

Joseph M. Pancari, president and CEO at CP UnlimitedA NY -based leader organization, which promotes opportunities for people with intellectual and developmental disabilities to achieve fulfilled lives.