Misconceptions are Biggest Obstacle to Hiring Disabled Persons
Article from MHI Solutions Magazine
About a year ago, when a survey from Descartes asked supply chain leaders which diversified talent pools they were dipping into to address ongoing labor shortages, 34% said disabled persons. While companies may tie these efforts into their diversity, equity and inclusion (DEI) hiring initiatives, leaders may not realize that they already have people with disabilities among their ranks.
According to the Centers for Disease Control and Prevention (CDC), 28.7% of Americans have a disability. While many envision physical impairments when they hear that term, the vast majority of disabilities—between 75% and 80%—are actually invisible. That is, a condition that would not be apparent unless it was disclosed. These include cognitive processing challenges; chronic diseases such as multiple sclerosis, epilepsy, fibromyalgia or arthritis; neurodivergence like autism and attention‑deficit/hyperactivity disorder (ADHD); and more.
“People simply don’t realize how common and broad disability is, so they view it as unfamiliar. That creates a perception that having one must be terrible,” explained disability hiring consultant Deb Russell of Deb Russell Inc.
“A lot of companies believe disability hiring is a new or emerging initiative, but companies already hire people with disabilities. They just don’t know it,” added Meg O’Connell, CEO and founder of consulting firm Global Disability Inclusion. “A new focus should be about expanding opportunities to underserved populations.”
