Addressing the underemployment and unemployment of individuals with disabilities is not solely a moral responsibility; it is a business necessity.

Common workplace stereotypes often pigeonhole individuals with disabilities into extreme categories, portraying them as either incapable of fulfilling job responsibilities due to their disabilities or as superhuman geniuses capable of unmatched analytical speed. These stereotypes, unjust and detrimental, pose substantial obstacles to the accessibility of employment and financial stability for individuals with disabilities.

Despite societal preconceptions and the tendency to perceive people with disabilities as a monolithic group, it is essential to acknowledge the individuality of each person, each possessing unique strengths and limitations. In certain instances, a disability might highlight specific constraints.

A concerning and consistent factor for individuals with disabilities is the disproportionately high unemployment rate. According to the Department of Labor, individuals with disabilities are twice as likely to be unemployed and significantly more likely to be underemployed compared to workers without disabilities of similar backgrounds.

These figures expose a fundamental challenge within our culture and corporate America, demanding more than mere good intentions to surmount.  As responsible business leaders with platforms, power, and resources, we should feel an immediate urgency to take steps to correct and close these gaps.

To better accommodate this often-overlooked segment of the workforce, we must make our organizations more inclusive at every level and stage of the working experience. To support the shift toward a more inclusive workplace, contemplate these measures:

1. PARTNER WITH ORGANIZATIONS SPECIALIZING IN DISABILITY INCLUSION

Evaluate how your current talent pipeline may exclude individuals with disabilities and identify organizations to bridge those gaps. Consider partnering with organizations experienced in disability employment. Numerous nonprofit agencies across the United States collaborate with private companies, the federal government and other stakeholders to match workers with disabilities with open roles. These organizations play a vital role in identifying areas of oversight, creating essential resources, and aiding in the recruitment and hiring process.

When selecting an organization, conduct thorough research and vet them accordingly. Examine their policy stances, assess whether they actively employ people with disabilities, and scrutinize the messaging they use to ensure it aligns with beliefs in the inherent dignity of people and work. Select an organization with a demonstrated history of effectively linking individuals with disabilities to meaningful careers and providing sustained support in those roles. Gather references and engage in discussions with the organization to ensure compatibility with your priorities and values.

1. RESTRUCTURE YOUR INTERVIEW PROCESS

The traditional hiring process, reliant on socialization skills, quick responses, and composure under pressure is broken and outdated for many workers, especially those with disabilities. It poses substantial obstacles, especially for individuals who are neurodivergent.

Consider shifting from interview and conversation-based hiring processes to skills-based or learning-based structures. Evaluate a candidate’s ability to perform a job successfully rather than their conversational skills. Converse about candidates’ skills and learning approaches, offer tasks without time constraints to evaluate problem-solving skills, or administer questionnaires for self-completion. Numerous options are available to assess a candidate’s suitability for a position without deliberately inducing a high-stress environment.

1. INCORPORATE ACCESSIBILITY INTO EVERY LEVEL OF YOUR ORGANIZATION

Hiring individuals with disabilities is only the first step; organizations must ensure ongoing support and provide tools for long-term success. This may necessitate changes to your business model, such as implementing flexible work policies, redesigning websites for improved accessibility, or creating opportunities for feedback. Several of these modifications provide advantages to all staff members, encompassing those without disabilities, individuals with undisclosed disabilities, and prospective employees who might disclose a disability. Additionally, many of these adjustments are not excessively costly.

A more inclusive workplace may also require a critical examination of your company culture. Assess the accessibility of staff retreats, team-building exercises, and social interactions to avoid leaving certain groups out or overwhelming individuals with disabilities. Offering specific training to managers and team members can highlight aspects of your business that may inadvertently stress employees with disabilities. Collaborative organizations can pinpoint and propose adaptations to accommodate employees with disabilities on a comprehensive scale within the company.

Creating more accessible and inclusive workplaces requires intentional investment, but the benefits extend beyond the historically underrepresented group. Increased workplace diversity leads to varied thought processes and decision-making, enhanced creativity, and heightened empathy. Allocating resources to enhance accessibility not only creates opportunities for an underrepresented demographic but also enables businesses to integrate new perspectives, fortify their workforce through inventive recruitment and training, and stay competitive as other employers emphasize diverse thinking in workforce strategies.

Ultimately, organizations must ask themselves, “What is the cost of doing nothing?” Currently, 1 in 4 Americans has a disability. Can you afford to miss out on 25% of the workforce? Tackling the underemployment and unemployment of individuals with disabilities is not just a moral obligation; it is a business necessity, particularly with labor shortages affecting diverse industries.