No or Low Cost to Accommodate

In a U.S. study of almost 2000 employers conducted by the Job Accommodation Network between 2004 and 2012, researchers learned that most employers report no or low cost for accommodating employees with disabilities. Of those accommodations that did have a cost, the average one-time expenditure by employers was $500. Anecdotal research conducted in 2012 by the Canadian Panel on Labour Market Opportunities for Persons with Disabilities support these findings. Canadian Business SenseAbility

Lower Employee Turnover

Statistics from 2001 Statistics Canada survey show staff retention was 72% higher among persons with disabilities. Deloitte

Significantly reduced turnover has been substantiated by organizations including Walgreens, a large Tim Hortons franchisee and Marriott. Among its employees with disabilities, Walgreens cited a 40% lower safety incident rate, 67% lower medical treatment costs, 63% lower employee time away from work due to accidents, and 78% lower overall costs associated with accidents.
Canadian Business SenseAbility

Excellent Job Performance

A Harris poll found that 82 percent of managers said employees with disabilities were not harder to supervise than other employees. A supervisor who can successfully manage people can successfully manage people with disabilities. Yukon Council on disABILITY

Statistics from 2001 Statistics Canada survey demonstrate 90% of people with disabilities did as well or better at their jobs than non-disabled co-workers. Deloitte

Equal Termination

Human rights legislation respects an employer’s right to operate a productive business. Employees with disabilities should be held to the same performance standards as other employees, they just may need some accommodations to reach those standards. If a performance problem develops and cannot be resolved, termination may be an appropriate option. The termination process must be handled carefully for all employees, not just those with disabilities, and should be the final step in a well documented process of progressive discipline. Canadian Manufacturers and Exporters

Necessary Skills

With the right accommodations, people with disabilities can handle most job duties. They are employed in businesses across the country from large to small in every industry sector. People with disabilities are machinists, welders, technicians, teachers, doctors, administrators and business leaders. When you take disability out of the equation, you can base your hiring decisions on factors that really make a difference in your workforce: attitude, aptitude and ability.
Canadian Manufacturers & Exporters

People with disabilities are generally as well-educated as people without disabilities. In fact, 50 per cent of people with disabilities have a post-secondary education (college certificate/diploma or university degree). This is only 8 percentage points lower than the 58 per cent reported by people without disabilities. Conference Board of Canada

Meet or Exceed Safety Records

Hiring and retaining employees with disabilities does not affect your WSIB premiums. Employees with disabilities have excellent safety records. In fact, a 2002 survey of 643 Australian employers reported that the number of health and safety incidents was six times lower for employees with disabilities than for other employees. Twenty years of surveys by Du Pont clearly show that employees with disabilities meet or exceed the safety and attendance records of their coworkers. Canadian Manufacturers and Exporters

Insurance rates are based solely on the relative hazards of the operation and the organization’s accident experience, not on whether an employer has hired workers with disabilities.
Think Beyond The Label

Low Absenteeism

A DuPont Corporation study found that 85 percent of its employees with disabilities rated average or above on attendance. International Telephone and Telegraph surveyed a 2,000 employee plant and found that the workers with disabilities had fewer absences than their coworkers. Workers with disabilities are not absent any more than workers without disabilities. Yukon Council on disABILITY

Increase Innovation & Team Dynamic

A more inclusive and diverse workforce that includes employees with disabilities is often a more innovative workforce. Research suggests that more diverse work teams create a wider range of solutions to business issues and are often more innovative and creative. Conference Board of Canada

Larger Customer Base

In 2005, a U.S. National Survey of consumer attitudes towards companies that hire people with disabilities found that 92% of the American public viewed these companies more favourably. Eighty-seven percent said they would prefer to give their business to companies that hire people with disabilities. Currently, close to 40 million Canadians and Americans (650 million worldwide) self-identify as having a disability. Add in their family and friends, and the opportunity is massive. Canadian Business SenseAbility

A 2008 COMPAS Research poll found that 78% of Canadians say that they are more likely to buy a product or service from a business that has a policy of hiring people with disabilities than a company that doesn’t. Canadian Manufacturers and Exporters