Talent Knows No Limits
coworkers shaking hands
"I think hiring people with different backgrounds makes business sense. After all, different experiences mean different ideas. And different ideas can lead to innovative decisions."

More information on Why to Hire

 

Employment: The Road to Economic Independence
Employment information and resources related to persons with disabilities.

EmploymentIncentives.com
is a site that allows you to see what incentives are available and how they can be used by your business.

What Can You Do?
See full size video.
Visit website.

The Society for Human Resource Management (SHRM) has resource page with employers in mind. Here you will find a wealth of resources, articles and links to help you source, recruit, retain and develop people with disabilities, a pool of talent too often overlooked by employers.

Tax credits reward hiring of disabled workers
Tax incentives are available to all private employers for the hiring and employment of individuals with disabilities. The record of people with disabilities hired to "real" jobs has shown them to be safer on the job, more frequently on time to work, more productive and more loyal to their employer than their nondisabled counterparts, which are attributes that are looked for and prized by employers.Read more

The State of California Work Opportunity Tax Credit (WOTC) provides a federal tax credit incentive of up to $9,000 for employers who hire qualified disabled veterans.

Web Marketing to a Segment Too Big to Be a Niche is a NYT profile of Disaboom.com, with ideas for finding new job candidates and customers with disabilities.

Why hire a person with a disability?

What business benefits would your company receive as a result of hiring people with disabilities?

People with disabilities are a diverse group of people who, in general, possess heightened problem-solving skills, a demonstrated sense of patience and perseverance, and above all, an enthusiasm and eagerness to succeed in the workforce.

It makes good business sense to hire people with disabilities.
Why?…

We have a suggestion for the next strategy session where your company discusses your existing and potential competitive advantages. Alongside product development ideas, market penetration proposals, or plans for an acquisition— consider how workforce diversity adds to your company’s specific competitive advantages. Don't overlook this qualified talent pool. 

“What I’m talking about is hiring people who care about their work and have a good attitude, who make few, if any, mistakes, and who are willing to get the job done no matter what. It’s a win-win situation. This will improve your bottom line, and the reason is simple: if you encourage teamwork, if you help your employees become more productive, if they feel good about what they’re doing, you will in essence be building a company where everyone profits. They benefit by having real jobs rather than sitting at home, and you benefit because there is so little absenteeism, turnover, and general laziness.”

- David Morris, CEO, Habitat International
From the book Able! by Nancy Henderson Wurst

A specific business case example for employers

In the convenience store industry the average turnover of convenience store clerks is 100% per year. This means that all of the clerks hired in a given year would leave their job with a convenience store for one reason or another. The cost of turnover, not including compensation, is calculated to be at least $10,000 per employee and job. The cost includes expense for advertising the job, placement agency cost, expense for training a new employee and of course the manager’s time used for recruiting and training the new employee.

It is known that individuals with disabilities who work in the convenience store industry stay on the job for and average of three years. In other words if you were a convenience store manager you would save at least $30,000 over three years for each convenience store clerk job you filled with a qualified disabled individual. Imagine if you had four full time clerk positions and filled them all with skilled disabled individuals. A convenience store manager/owner could save as much as $120,000 a year and $420,000 over three years by hiring a workforce of all disabled individuals! This is also without counting the improved productivity and lack of sick or loss time!

Now this does not suggest that the disabled should be convenience store clerks! But imagine all those employers who feel they need to outsource jobs such as data entry clerks, telemarketers, programmers and so on. If employers would hire the qualified disabled individuals imagine what it would mean to the profitability their business!

Make more money and hire people with disabilities!

 

Source: http://www.thisabled.com/career-and-preparation.php