Articles - Training, Development and Retention

Given a chance would you hire Albert Einstein as your scientist or maybe consider FDR, Beethoven, or Thomas Edison?  These and are several of the famous people who had some form of disability

ADA-Americans with Disabilities Act of 1990- is a civil rights law which prohibits, under certain circumstances, discrimination based on disability.  It affords similar protections against discrimination to Americans with disabilities as the Civil Rights Act. Disability is defined as "a physical or mental impairment that substantially limits a major life activity."

According to the U.S. Census, people with disabilities comprise the largest minority group, approximately 20 percent of the population (http://www.infouse.com/disabilitydata/disability/1_1.php).

Everyone agrees that the Economy is bad, so it stands to question, why is the unemployment rate (15 percent ) among disabled workers almost double that of the non disabled population? Especially considering that disabled workers have one of the highest retention rates of 85 percent.

DiversityInc recently published a list of the Top Companies for people with Disabilities. The list may not be perfect; The companies are doing all they could (I am sure they are trying) and it’s especially hard committing to programs during these hard economic time which is why it’s more important not to lose focus.

Disability inclusion is not about being compliant or avoiding a law suit. It is about maintaining a competitive advantage. It’s about becoming the employer of choice.  It’s about sending the right message to your employees and your customers. It’s about enhancing your organization to access untapped talent.

Many believe that there's a shortage of talent and with a large workforce pending to retire in coming years. The Gen Y are coming to the market. They are well versed with ADA. They will not tolerate discrimination and would expect the same of level of understanding they got in their schools, community and college.

It’s very important to know that there are different types of disabilities. Physical Disabilities like Cerebral Palsy or Cystic fibrosis, Acquired Disabilities like AIDS or Multiple Sclerosis and   Developmental Disabilities like Dyslexia, ADD or Learning Disability which are very common.

According to the United States Social Security office almost 1 in 4 of today’s 20 year-olds will become disabled before reaching age 67.

Hiring disabled employees may qualify your business for additional tax benefits such as: deduction for costs of removing barriers to the disabled and elderly; disabled access credit and work opportunity tax credit financial programs.

IT’S ABOUT ABILITY.

The statistics and numerous surveys demonstrate that Disabled workers have one of the highest retention rates and the lowest turnover therefore ultimately costing companies less to provide a reasonable accommodation.

Companies also gain in - Increased employee productivity and organizational performance through a more diversified employee base; Tax benefits; Lower economic costs because of lower absenteeism; decreased employee turnover, and better-than-average safety records

 So what should be your strategy for hiring Disabled workers?

(1) Establish Affinity Groups - resources to raise and share voice which will change the misinformation and attitudes of your staff.  Educate everyone.

(2) Plan - look at your current diversity plan. Does it focus on specific programs for tapping or reaching out to disabled?

(3) It has to be a Top down approach. Not only the leadership and management should be actively involved in the efforts but should make it mandatory

(4) Involve people who are disabled. The best ideas would come from them. For example while creating a new software design or product design which might appeal to someone who is blind (voice recognition) or deaf or hard of hearing.

(5) Have an effective PR campaign in creating awareness. It should be an issue of the entire organization. It’s just not about legality. Is your career page friendly for disable..  Does it show only people who are multi race or is there a picture of a disabled person. (How about someone in a wheelchair?).

(6) Get your mentorship or internship process involved for disability.

(7) Select and external/national/local disability partner to implement programs, events, workshop etc.

(8) Portray your company as one that values the contribution of individuals with disabilities. Disability inclusion should be in your Organization's Value Proposition

(9) Budgeting for the inclusion of people with disabilities should be a part of the overall budget. It should be a centralized resource. Everyone knows the cost of hiring a Foreign worker (H1 B costs $3000 Plus Green Card another $5000). The Average Cost for Employers to Accommodate Persons with Disabilities is less than $500 for more than 60% of People with Disabilities

(10) Create networks (social /professional) internally and externally just for disability candidate pipelines. Do Targeted recruiting

Employers who hire people with disabilities create a positive corporate image. Hiring people with disabilities is not charity. But bringing them into the organization is an exemplary act that models corporate responsibility. It’s about ABILITY.

BIOGRAPHY

Rithesh Nair, PHR (SHRM) has strong technical recruiting and HR background that spans 10 years.

Among his areas of specialization Rithesh is known for his innovative approaches to internet sourcing, process improvement and developing new recruitment tools. Rithesh also trains recruiters, leading by example in the areas of sourcing and candidate development where he is an expert. He writes on these and related topics in his blog Recruiting and Sourcing Secrets.

Connect with Rithesh Nair on Linkedin: http://www.linkedin.com/in/rithesh

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