Most hiring processes begin with a review of the required skills, knowledge and experience an individual needs to be successful in the role. While some positions require specific training, many do not. For those positions, the qualities employers value most are reliability, dependability and the capacity to carry out tasks associated with the role. These are ideal job opportunities for individuals who identify as having a disability but who are ready to join the workforce. 


For employers who are experiencing growth within their organization, re-structuring their current workforce and parsing out responsibilities traditionally associated with existing roles may give higher skilled workers more time to complete complex tasks while creating new roles for individuals with disabilities. 


Thinking about hiring an individual with a disability but concerned about how it will affect your bottom line? While it may seem like a daunting undertaking, most businesses who hire clients with disabilities find it cost effective and rewarding on many levels. For one, most employees report feeling a sense of pride knowing they work for an employer who provides employment opportunities to individuals with disabilities, a sentiment frequently shared by customers, sub-contractors and community stakeholders. In addition to building strong social capital within your organization, you may save on costs associated with hiring as retention rates of individuals with disabilities tend to be higher; for example, the general turnover rate across all industries is 49% compared to individuals with intellectual disabilities who have a turnover rate of just 7%[1]. Carving out employment to suit the needs of individuals positions both employer and employee for success.


Below are a few key points to consider when hiring individuals with disabilities.