Meanwhile,
a study published by Cornell Hospitality Quarterly analyzed results from a survey
of employers at 320 hospitality companies in the United States. It found that
all of the companies share a concern that those with disabilities could not do
the work required of their employees. Another top concern was the potential
cost of unspecified accommodations they might need to provide for a person with
a disability under the provisions of the Americans with Disabilities Act. This
is despite the fact that the record shows that most such accommodations are not
exceptionally costly. Anecdotally, there is also evidence that employers fear
legal action should they terminate an employee with a disability. It is far
more difficult to prove discrimination for not being hired in the first place.
So, given that that the perception is that people with disabilities aren't
competent, and could potentially be costly, why would an employer take the risk
of hiring them?
One
of the employers who took the "risk" was Randy Lewis, former Vice
President of Walgreens and Fortune 50 executive, who led Walgreens' logistics
division for sixteen years, as the chain grew from 1,500 to 8,000 stores. Randy
introduced an inclusive model of hiring people with disabilities in Walgreens
distribution centers that resulted in ten percent of its workforce consisting
of people with disabilities. All of whom are held to the same standards as
their colleagues without disabilities. The outcome? Study after study turned
out to be myth-busters. The employees with disabilities were MORE productive
and loyal than their non-disabled peers! And most accommodations? Either free
or cheap. But even when the relatively few more expensive accommodations were
factored in, the overall costs of accommodations were far outweighed by the low
turnover rates and better tenures of the employees with disabilities. Grateful
for opportunities, and in many cases thriving on repetitive tasks, they are so
loyal to Walgreens that important sums of recruitment costs were saved as the
employees continued to stay in their jobs and deliver excellent results. You
can learn more about this in Randy's new book or on the Walgreen's website.
Other
companies such as Ernst and Young (EY), have also found inclusive hiring to be
a winning ticket. Starting with its founder, Arthur Young, EY has always
embraced differing abilities. Trained as a lawyer, Arthur was deaf with low
vision and he wasn't able to comfortably practice. He turned to finance and the
new field of accounting to build his career. His "disability" drove
him to innovation and entrepreneurship, which played a pivotal role in the
development of EY. Finding and engaging diverse talents has been a key part of
EY's ongoing success.
Malcolm
Gladwell's new book, David and Goliath, extols the strength of people with
disabilities. Because traditional ways of doing things don't always work for
people with disabilities, Gladwell demonstrates that they compensate for that
in ways that benefit the workforce by developing incredible ways to innovate
and succeed.
AMC
Theaters, Lowe's, many grocery stores and others are also getting outstanding
results by hiring employees with disabilities. So what are other employers
waiting for? They are still blinded by negative stereotypes. It's time for
people with disabilities to be seen for what they CAN do, and not for what they
cannot. What can people with disabilities do? Think about it.
Beautiful
music from a deaf man? It happened. Ludwig von Beethoven.
World
changing words from someone with dyslexia? It happened. Thomas Jefferson.
A
Super bowl champion NFL player who is deaf? It happened. Derrick Coleman.
A
Nobel Prize for a scientist who failed in school? It happened. Albert Einstein.
Secrets
of the universe being revealed by a man who uses a wheelchair and who can no
longer speak? It's happening. Stephen Hawking.
It's
time to change the narrative of how we see people with disabilities so
employers can see the ABILITIES they have and the positive impact that can have
on their business's bottom line. It's amazing that such small change can have
such a big impact. It can - if it is done in a focused and strategic way.
Employing people with disabilities may take a little more forethought and
planning. The U.S. government recently changed their expectations of federal
contractors who now must become at least partially inclusive of hiring people
with disabilities. There are many groups that can help in the process including
www.USBLN.org, www.ProjectSearch.org, www.nod.org and others.
As
the Baby Boomers continue to age, a powerful answer to labor and talent
shortages already exists in our own back yards - our own family members and
neighbors with disabilities who want to work.
Recognize
the disability. Imagine the possibility. Respect the ability.
