Companies that recognize and value the importance of hiring and retaining employees with disabilities know what is needed to provide a culture and workplace that is accommodating and inclusive. Those companies, such as Starbucks, IBM and Northrop Grumman are committed to raising the bar of inclusivity not only for their companies but also for their suppliers. The commitment is particularly significant this month as July is Disability Pride Month marking the anniversary of the Americans with Disabilities Act (ADA) passed July 26, 1990.
However, not all companies fully understand what it means to be accommodating and inclusive so that they can recruit talented workers with disabilities. While it may seem obvious to offer flexible schedules, remote or hybrid work arrangements, and special equipment, there is much more that can be done, and resources are available to help employers effectively accommodate their workforce.
A survey of more than 3,500 employers from the Job Accommodation Network (JAN) reveals significant direct and indirect benefits resulting from making accommodations for people with disabilities. These include greater employee retention and productivity, as well as improved company safety and morale. Businesses that accommodate people with disabilities may also qualify for some federal tax credits and deductions.