Do you have a strategy for hiring people with disabilities? Here’s why you should.
Twenty-five years ago, Congress enacted the landmark Americans with Disabilities Act (ADA) which prohibited discrimination on the basis of disability in employment and other aspects of community life. Public policy at all levels has shown growing support for the employment of people with disabilities, as part of a broad societal shift to mainstream society.
The unemployment rate for persons with a disability was 10.5 percent in 2016, about twice that of those with no disability (4.6 percent). People with disabilities are one of the nation’s largest minority groups – comprising approximately 20 percent of the population. Yet only 20 percent of people with disabilities are participating in the workforce, compared to 69.1 percent of people without disabilities.
Employers struggle with a skills gap but overlooked a vast percentage of the workforce. Have you considered not only the social responsibility but the corporate benefit of inclusion by enabling people with “different” abilities to not just apply for open positions but make a massive contribution to the growth of your firm?
This event has been approved for 1.25 hours of SHRM and HCRI recertification credits.