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Employer Business Case
Recruiting and hiring people with disabilities is a sound business strategy used by successful businesses nationwide. The 2005 survey report, Cost and Effectiveness of Accommodations in the Workplace: Preliminary Results of a Nationwide Study, conducted by the Disability Employment Policy (ODEP) of the U.S. Department of Labor (DOL), reveals that workforce development and retention of workers at all skill levels are two of the major issues facing small and large businesses today.
Likewise, a 2003 Aspen Institute report projects a major shortfall of workers over the next 20 years – primarily in jobs requiring higher education and training.
The solution: Employees with disabilities.
Businesses can meet their workforce shortages by tapping into non-traditional sources of labor by hiring employees with disabilities. Employers around the world are quickly discovering that people with disabilities are ready, eager, and willing to work. What they are finding is that employees with disabilities are often times more self-motivated, have solid critical thinking skills and solve problems every day.
Consider these "Quick Facts" provided by the Department of Education, Disability 101:
Hiring people with disabilities can do more than address the growing workforce shortage. Yes, the greater demand for skilled labor has increased awareness that many employable people are seeking employment that traditionally have not been considered as potential sources of skilled labor. But companies that are strategic in their recruiting efforts understand that there are a growing number of other reasons to tap this pool of talented workers.
In fact, both large and small companies have benefited by recruiting people with disabilities for many years. Many leading companies attribute much of their success to employing a diverse workforce that includes people with disabilities.
For example, companies can benefit financially by recruiting through government and nonprofit sources. In cases where nonprofit training organizations are used, companies can access pre-trained, pre-screened candidates at minimal or no cost.
The Department of Education´s Disability 101 report indicates that American Airlines, for example, calculated savings of 20 percent in recruiting costs by using nonprofit partners to help in its recruitment efforts. Resources are available to help your business achieve its competitive advantage by supplying a steady pipeline of qualified workers.
Take a look at the many ways in which Employer Assistance & Recruiting Network (EARN), and the U.S. Department of Labor, Office of Disability Employment Policy (ODEP)., have identified as potential attributes provided by employees with disabilities:
I. Employees with Disabilities Can Positively Impact Business
Replacing employees is expensive not only in tangible costs (e.g., advertising, screening, interviewing, training) but also in organizational knowledge that is lost., reports EARN. Human resource experts (Griffeth and Hom, 2001) estimate the cost of a single turnover ranges from 93-200% of the employee´s annual salary Employers have found their employees with disabilities to be a loyal workforce, reducing turnover.
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• G3ICT AND ADOBE NEW REPORT, ‘KEY TO APPS PORTABILITY FOR ALL USERS,’ DRAWS ATTENTION TO ACCESSIBILITY-ENABLING CROSS-PLATFORM APP DEVELOPMENT
• Columbia Business School has Produced a Pioneering Business School Case Study Profiling the Disability Market
• Nominations Open for U.S. FCC Chairman’s Award for Advancement in Accessibility (AAA)
• Boomer Business Summit, Chicago, IL, USA
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