The Business Benefits Of Hiring People With Disabilities

Jul 8

In today’s competitive economy, companies are constantly seeking new ways to innovate, increase productivity and build strong, resilient teams. One of the most powerful yet often overlooked strategies to achieve these goals is disability inclusion in the workplace. Hiring people with disabilities isn’t just the right thing to do; it’s smart business.

A Largely Untapped Talent Pool

There are over 60 million adults in the United States living with some form of disability. Despite this, the employment rate for people with disabilities remains significantly lower than for those without disabilities. According to the U.S. Bureau of Labor Statistics, the employment-population ratio for persons with a disability was only 21.3% in 2022, compared to 65.4% for those without a disability. Yet employers who have taken proactive steps to hire people with disabilities consistently report benefits ranging from improved workplace morale to stronger business outcomes.

Individuals with disabilities bring a wide range of skills, experiences, and perspectives to the workplace. From problem-solving and adaptability to loyalty and resilience, many of the qualities employers seek are abundant in this population. Companies that recognize and embrace this potential are often rewarded with committed employees and a more dynamic workforce.

Proven Business Benefits

The data backs it up: hiring people with disabilities is good for the bottom line. A 2023 study by Accenture, in partnership with Disability:IN and the American Association of People with Disabilities (AAPD), found that companies that actively employ and support people with disabilities outperform their peers. These companies experienced 1.6 times more revenue, 2 times more economic profit, and 2.6 times more net income compared to those with less inclusive practices. Also, compared to their industry peers, these companies are 25% more productive—measured by revenue per employee.

Inclusive companies benefit from higher employee retention, stronger morale, and enhanced brand reputation. They are also more likely to foster innovation, as diverse teams, particularly those that include individuals who have had to navigate the world in unique ways, tend to challenge assumptions and generate creative solutions.

Real-World Examples of Impact

The true stories of employers show the real impact. For example, Dell Technologies demonstrates how inclusive hiring and support practices can drive business success. By integrating neurodiversity career coaches into its onboarding process, partnering with disability service organizations, and providing personalized support for both employees and managers, Dell ensures that neurodiverse talent can thrive. Additionally, in 2021, an accessibility project was developed called LEAD, a Dell Research, Development, and Innovation Center with the purpose of creating innovative solutions in areas such as wearable devices, AI, language processing, and more.

Another example is Bitty & Beau’s Coffee, a coffee shop that employs people with intellectual and developmental disabilities. Their model has gained national attention not due to its mission and for the outstanding customer service that make it a standout experience for patrons. The brand has expanded to multiple cities, showing that inclusive employment isn’t just sustainable, it’s scalable.

Busting the Myths: Capability and Cost

One of the most persistent myths about hiring people with disabilities is that they are less capable or that workplace accommodations are prohibitively expensive. In fact, research shows the opposite. Research from the Job Accommodation Network shows that more than half (56%) of accommodations cost absolutely nothing to implement, while the rest typically average around $300. That’s a small price to pay for inclusive hiring that can expand talent pools, boost innovation, and reflect the diversity of customers served.

Another misconception is that employees with disabilities are less productive or more prone to absenteeism. The truth could not be more different. People with disabilities tend to be more loyal, consistent, and reliable employees. Walgreens, for example, integrated a significant number of workers with disabilities into its distribution centers. The company found that these employees had lower turnover rates, better safety records, and equal or higher productivity compared to employees without disabilities. These aren’t feel-good statistics, they’re bottom-line results.

The Role of Disability:IN

Leading the way in inclusive hiring is Disability:IN, a nonprofit that works to empower businesses to achieve disability inclusion and equality. Through its network of over 500 corporations, Disability:IN provides tools, training, and benchmarking systems that help companies build more inclusive workplaces. Disability:IN also supports employee resource groups (ERGs), leadership development for people with disabilities, and corporate partnerships that foster accountability and innovation. Their work has transformed how companies view disability not as a compliance issue, but as a strategic advantage.

Why It’s a Win-Win

Hiring people with disabilities is smart business. Here’s why:

Talent Advantage: There are over 61 million adults with disabilities in the U.S. alone—a vast, largely untapped talent pool.
Innovation and Problem-Solving: Employees with disabilities often bring unique perspectives and creative solutions developed through navigating a world that wasn’t designed for them.
Customer Connection: Companies that prioritize accessibility and inclusion reflect the diversity of their customers and communities, building brand loyalty and trust.
Workplace Culture: Inclusive teams are more collaborative, empathetic, and engaged.

And finally, let’s not forget: disability can affect any of us at any time, whether through injury, illness, or aging. Building inclusive workplaces is about creating environments where everyone can thrive, now and in the future.

Moving Forward

Forward-thinking companies recognize that hiring people with disabilities is not about charity—it’s about opportunity. It’s about building teams that reflect the world we live in and tapping into the full range of human potential. By actively recruiting, hiring, and supporting people with disabilities, businesses not only do good—they do well.

Unlocking talent begins with challenging outdated assumptions and embracing the reality that disability is part of the human experience. When employers open their doors to people with disabilities, they gain dedicated employees, strengthen their culture, and build a more innovative and successful future.

This is a content was posted by Forbes EQ, contributed by Our Place.

Dr. Katie Arnold

Executive Director of Our Place of New Trier
Katie Arnold is a strong disability advocate with a sense of social justice. As Executive Director of Our Place from 2024, Katie brings more than 20 years of experience in the disability field and over 10 years of experience building and growing a national disability nonprofit organization. Prior to her leadership of Our Place, Katie was a faculty member in the Department of Disability and Human Development at the University of Illinois Chicago (UIC). At UIC Katie also served as the Director of Stakeholder Engagement for the Institute on Disability and Human Development, taught graduate and undergraduate courses, and conducted inclusive research on family support, future planning, and self-determination of people with IDD. A distinguished expert in her field, she is a highly sought-after speaker who has presented at more than 100 national conferences. She has also authored numerous publications, including 29 articles in peer-reviewed journals. In addition to her work at UIC, Katie served from 2012-22 as the founding Executive Director of the Sibling Leadership Network (SLN), a national nonprofit that support siblings of people with disabilities across the life course. Grounding her work in her previous experience living in L'Arche, a community based on mutual relationships between people with and without disabilities, Katie truly immerses herself in the disability community to listen deeply, learn from others, and guide her work. Katie has a long commitment to community education and information dissemination, and she is a bridge builder between academia and the community. Growing up with her sister with intellectual disabilities shaped Katie’s worldview and influenced her career path. Katie lives in Oak Park with her husband, Gary, who is a disability advocate, and their son with developmental disabilities.

https://www.ourplaceofnewtrier.org/katie-arnold