Why Disability-Inclusive Hiring Practices Matter

Quotes and insights are taken from Tim’s podcast episode with Myles Wallace, Partner with Peak Performers.

Recruiter: I’d like to make this interview accessible to you. Are there any accommodations you need before we get started?

Tim: I live with Crohn’s disease and I may need to run to the washroom during our interview.

Recruiter: Oh. (Insert long pause). That shouldn’t be a problem.

When I informed a job recruiter about an interview accommodation that I needed, I could see them becoming uncomfortable with my disclosure. That in turn made me feel uncomfortable and the interview went horribly.

My inner voice said, “If you don’t want to hear about people’s requests, don’t bother asking.”

In the United States, about 22.5% of people with disabilities were employed in 2023. This represents the highest recorded employment ratio for this group since comparable data collection began in 2008 (BLS). Additionally, the percentage of working-age adults (ages 18-64) with disabilities in the community is around 11% (KFF).

While the employment rate is improving, there is still a lot we need to do to make the hiring process disability-inclusive.

"There's still a lot of fear and hesitation among companies when it comes to hiring people with disabilities," notes Myles Wallace. "But the reality is that disability inclusion is not just a moral imperative but a business one."

This article intends to provide employers and recruiters with an overview of this broad topic and includes the following:

Road map of what key areas we need to address and focus on to create a more inclusive workplace
The benefits of disability-inclusive hiring,
The barriers that need to be overcome
Practical steps to get started.

Additionally, you'll find links to further reading and detailed guides for those interested in exploring these topics more thoroughly.

In this article, you will learn about:

Subscribe

What is Disability-Inclusive Hiring?

Disability-inclusive hiring involves creating a recruitment process and work environment that welcomes and supports individuals with disabilities. This practice ensures that people with disabilities have equal opportunities for employment and career advancement.

Myles Wallace emphasizes the importance of this approach, stating,

“Disability is part of the human experience. Many of us have one, and you can do a better job at hiring these many, many great people”.

The key is this - equal opportunity! Disability-inclusive hiring isn’t about adding a checkbox in an application that asks, “Do you need an accommodation during the interview process?” It’s about creating awareness and action throughout the entire organization.

Benefits of Disability-Inclusive Hiring

Disability-inclusive hiring practices are not just a matter of compliance or social responsibility; they bring substantial benefits that enhance organizational performance and culture. Here’s why it’s crucial to prioritize disability inclusion in your hiring practices!

Diverse Perspectives:
- Employees with disabilities bring unique perspectives and problem-solving skills, fostering innovation and creativity within teams. Diverse teams are known to perform better, driving creativity and better decision-making. According to a study by McKinsey & Company, companies with diverse executive teams are 33% more likely to outperform their peers on profitability (McKinsey & Company).
Increased Employee Retention:
- Inclusive workplaces tend to have higher employee satisfaction and loyalty, reducing turnover and the costs associated with hiring and training new employees. The Society for Human Resource Management (SHRM) found that inclusive companies report a 30% higher retention rate (SHRM).
Enhanced Reputation:
- Companies known for their inclusive practices attract a wider pool of talent and can improve their brand image, appealing to customers and partners who value diversity. A Deloitte survey revealed that 78% of respondents consider an organization’s diversity when deciding to buy its products or services (Deloitte).
Compliance and Risk Management:
- Adhering to inclusive hiring practices helps ensure compliance with legal requirements, reducing the risk of discrimination claims and associated legal costs. The Americans with Disabilities Act (ADA) and similar laws worldwide mandate non-discriminatory practices, protecting companies from potential legal repercussions (ADA).
Broader Talent Pool:
- By removing barriers, employers can tap into a wider talent pool, finding candidates who are often overlooked but possess valuable skills and experiences. The U.S. Department of Labor estimates that nearly 1 in 5 Americans has a disability, representing a significant portion of potential talent (U.S. Department of Labor).

The data is clear yet we hear from so many people that they are excluded or discriminated against because of their disability. When we focus on the job description, the responsibilities of the position, and not the candidate, our organizations will flourish! Not only that, we will see an increase in productivity, retention, employee morale, and revenue.

By understanding and leveraging these benefits, organizations can not only comply with legal standards but also create a more dynamic, innovative, and engaged workforce.

“Embracing disability-inclusive hiring is a strategic advantage that can drive success in today's competitive business environment.”

Click here to review Accenture’s comprehensive report on Disability Inclusion.

What are the Barriers to Disability-Inclusive Hiring?

Disability-inclusive hiring is good for business but some barriers get in the way. We need to recognize these so we can do something about it! Maybe it’s executive and leadership training, a re-write of our DEI initiatives to include disabilities, or maybe it’s a wider company culture problem we need to address. Below are common barriers and what we can do about them.

Lack of Disability Awareness

Defined: The insufficient understanding and knowledge about disabilities, their impact on individuals, and the ways to accommodate and support people with disabilities in the workplace.

Factors include:

Misconceptions and Stereotypes
Inadequate Training
Poor Representation in DEI Statements

High-Level Recommendations:

Comprehensive DEI Statements
Regular Training Programs
Promote Disability Representation
Engage with Disability Organizations

Systemic Barriers

Defined: Institutionalized policies, practices, and social norms create obstacles to employment and advancement for individuals with disabilities.

"We often see systemic barriers as insurmountable, but the truth is they stem from a lack of understanding and outdated practices," Myles explains. "For example, by updating job descriptions and being mindful of unnecessary physical requirements, we can start to dismantle these barriers."

Factors Include:

Inaccessible Application Processes
Lack of Flexible Work Arrangements
Inadequate Representation in Decision-Making Roles
Biases in recruitment practices
Limited Career Advancement Opportunities

High-Level Recommendations:

Conduct accessibility audits of the workplace
Implement comprehensive accommodation policies
Train hiring managers on inclusive practices

For a comprehensive review of systemic barriers in the workplace for those with an invisible disability, check out our article: Systemic Barriers in the Workplace: Disability-Inclusion

Hiring Biases

Definition: Hiring biases are prejudices or stereotypes that affect recruitment decisions.

Factors Include:

Misconceptions about the capabilities of people with disabilities
An overemphasis on traditional qualifications
Resume and screening biases

High-Level Recommendations:

Use blind recruitment processes to minimize bias
Educate staff on unconscious biases
Focus on skills and competencies rather than physical abilities

Check out our comprehensive article on Hiring Biases and What to Do About Them.

Starting Your Inclusive Hiring Practices: Self-Assessment

One of the most impactful steps you can take to start your inclusive hiring practices is to conduct a self-assessment of your current hiring processes. This foundational step helps identify existing biases and barriers that may inadvertently exclude candidates with disabilities.

To begin, survey your current employees, including those with disabilities, about their experiences with hiring and workplace practices. Collecting anonymous feedback can provide valuable insights into areas needing improvement. Next, review past hiring data to identify trends and gaps, such as low numbers of applicants with disabilities or higher rejection rates for these candidates.

Additionally, evaluate your job descriptions and requirements. Ensure they do not include unnecessary physical requirements or other potential barriers, focusing instead on the essential functions of the job. It’s also crucial to audit your application process. Test your application platforms for accessibility using assistive technologies like screen readers and ensure there are alternative ways to apply for positions.

Myles Wallace emphasizes the importance of this step: "By conducting a self-assessment, employers can begin to dismantle systematic barriers and create a more inclusive hiring process."

Starting with a self-assessment not only sets a solid foundation for identifying specific areas that need change but also demonstrates a commitment to inclusivity from the outset. This approach helps build a culture that values diversity and equality, paving the way for more inclusive hiring practices.

By taking this initial step, employers can move towards creating a truly inclusive and equitable workplace.

Wrap-Up: Let’s Do Better

Now you are ready to do something about creating a disability inclusive hiring practice. Check out our detailed about hiring biases and strategies to implement today!

The journey towards disability-inclusive hiring practices is ongoing and requires commitment from every level of an organization. By viewing disability as a normal part of the human experience and focusing on the unique strengths and abilities of each individual, employers can create a more inclusive, innovative, and productive workplace.

"Disability inclusion is not just a moral imperative but a business one," Myles concludes, urging employers to recognize the immense value that individuals with disabilities bring to the table.

As I reflect on my conversation with Myles, it's clear that creating disability-inclusive hiring practices is not just about making adjustments for a segment of the workforce; it's about enriching our work environments with diverse perspectives and experiences. By challenging our biases, reevaluating our practices, and embracing inclusivity, we can all contribute to a workplace that truly reflects the diversity of the world around us.

If you are interested in learning more from Myles, check out our podcast episode.