Imagine that you have a business.  One employee stands out.  They are so excited to be employed that they are consistently early for work, often as early as an hour before they were scheduled.  Proud to be part of a team, the employee is always crisp and neat in appearance, and projects a positive, upbeat image of your company.  This employee consistently rates well in performance reviews, has been with you for several years, and has no desire to work anywhere else.  Sound like a good fit for your culture?

Did we tell you that this employee was disabled?

According to the U.S. Census Bureau there are almost 50 million Americans with a disability.  Many employers have common misconceptions about people with disabilities and their viability in the workforce.  Now we’re Busting the Myths of Hiring the Disabled!

Myth:  Workers with disabilities lack the skills to perform a good job.

Busted:  People with disabilities are just like everyone else.  If you train them, set the expectations for the position, and evaluate performance in a timely manner, they can perform just as well as any other employer.  A 1981 study of 2,745 DuPont disabled employees found that 92% rated average or better in performance than 90% of employees without disabilities.

Myth:  It will cost too much to make accommodations for a disabled employee.

Busted:  Most disabled employees require no accommodation.  Of those that do, studies by the Office of Disability Employment Policy (Department of Labor) found that 15% of the accommodations cost nothing, and 51% cost less than $500.  The Job Accommodation Network can also give you tips and links to take advantage of services and tax incentives that negate the up-front cost of accommodation.

Myth:  A person with a disability is more likely to sue me if things don’t work out.

Maybe:  The first question to ask is whether or not the termination was justified.  Have you treated the employee with dignity and respect, and given the employee all of the necessary tools (training, feedback, accommodation) to perform the job and things didn’t work out?  You should take the necessary course of action.

Myth:  Hiring a disabled worker could make my insurance go up.

Totally Busted:  Workers Compensation Insurance is based on the relative risks of your industry and your history of having filed claims.  It’s just like auto insurance.  If you have a sports car and 10 speeding tickets your insurance is going to cost you more.  Your employees have no bearing on your Compensation Insurance.

This is one of our favorites:

Myth:  Employees with disabilities are inspirational, courageous, and brave! 

Busted:  They came to you looking for a job.   They want to work and be paid for it.  They’re just like you and I.  YOU are an inspiration for having progressed through the ranks and are now in a position to hire someone.  YOU are courageous for ignoring stereotypes and offering a position to a qualified candidate.  And YOU are brave for looking in the mirror and understanding that there may be shortcomings in your hiring practices.

Written by VABLN

As a B2B Best Practice resource, The Virginia Business Leadership Network assists employers in recognizing the many benefits of including individuals with disabilities in their workforce.