What is the perception of disability jobs around your workplace?
Is this an issue that executives pay lip service to or are they making proactive measures to actually open up their door and introduce a transparent hiring policy?
It has taken years of endeavour from advocacy groups, government bodies, small businesses and committed individuals to turn the tide on our preconceptions, but the shift is occurring.
So much of the focus in this instance is what the person cannot do rather than what they can provide to the company as an asset.
From an impairment of vision to physical injuries or autism, a large portion of society will at some point in their life face become handicapped or will have a close relationship with an individual who suffers from an ailment.
Should they be denied the opportunity to work in that event?
Rather than resting this position on the basis of morality, it is worthwhile taking stock of the tangible brand and financial benefits that are passed on by a more welcoming and transparent hiring policy.
Everyone benefits when handicapped workers are given the respect and dignity of being included within thriving organisations.
Hiring Best Candidates
When a company removes inherent biases and subconscious preconceptions that are involved in some circles with disability jobs, entities soon discover that they locate better candidates. Due to a physical or mental impairment, certain executives overlook many of the outstanding features on a resume to focus in on that impairment. Whether it is their experience, their qualifications or simple suitability for that position, hiring people from the handicapped community opens the door for qualified candidates across all sectors of the business world.
Lower Accident Risk
Due to their condition, handicapped individuals are more likely to be savvy, cautious and aware of workplace hazards that can lead direct to accidents. Studies offer clarity on the point of disability jobs when it comes to this department, ensuring that hospitality, labour, managerial and operational positions are in safe hands when hiring from this standpoint. If accidents are a common occurrence and issue for managers looking to cut down on this statistics, then bringing aboard an employee from this background can only improve those figures.
Higher Retention Rate
There is a reliability that is at play with disability jobs when it comes to the facet of the retention rate. Seeing a high turnover of staff hurts the bottom line as the hiring process can be lengthy and take attention away from more important matters. Given the resources necessary to train staff and get them up to speed, bringing aboard handicapped professionals offers an environment where individuals can be their best self, seeing a setting where motivation levels increase and the enjoyment factor becomes infectious.
Workplace Diversity Benefit
“Workplace diversity” is a great buzzword that HR professionals will mention during PowerPoint presentations, but it happens to have a series of practical benefits. Disability jobs fits into that criteria because those individuals who deal with these issues help to contribute to a more diverse working environment. More people from different backgrounds including race, religion, gender, sexual orientation, age, abled and handicapped professionals will cut down rates of workplace harassment and make for a more harmonious environment.
Staff members are therefore judged on their acumen, performance and conduct rather than being viewed through the perspective of their profile that categorises them as a “minority.” This is particularly effective when those variations of age, sex, race, religion and abled or handicapped individuals rise up the ranks of the hierarchy to make executive decisions for the company.
Government Boost and Incentives
Wage subsidy schemes and financial incentives from the Australian government are great ways for a business to invest in disability jobs safe in the knowledge that they are covered and backed by the public sector. There can be cases that see workplaces accommodating individuals that need safety equipment or measures such as guardrails or lifts that support their capacity to travel to and operate inside of an office setting. Rather than incur those costs upfront, the government is there to ensure that companies can hire those individuals without carrying that initial burden.
Improves Brand Reputation
Showcasing an inclusive policy that includes disability jobs for the workplace inherently improves the brand standing. Fast food supergiant McDonalds are a case in point both here domestically in Australia and overseas, illustrating that the hiring of young and middle-aged handicapped individuals have as much to offer the community as any other member.
The studies and research papers that have gauged the value added to brands points to a positive increase in their reputation as consumers appreciate and recognize the importance of this endeavour. Boosting the brand can be managed through a number of facets but many of the tactics and strategies are only to offer aesthetically pleasing choices that don’t make much of a tangible difference. Offering jobs for handicapped individuals bucks that trend.
It is one thing to make the moral argument to introduce disability jobs into your business, but there are practical and financial incentives that makes this option a clever ploy purely from the perspective of your bottom line. If your company is not one of these open environments, advocate for a new position.