The Business Case for Disability Inclusion

People with disabilities represent the largest minority group in the country, yet are immensely underrepresented in the workforce. In 2023, despite seeing record levels of employment across the nation, only 22.5% of people with disabilities were employed. While the signing of the Americans with Disabilities Act (ADA) of 1990 has been instrumental in increasing inclusion for people with disabilities nationwide, there are still significant barriers that limit opportunities in the workforce. Inaccessible workplaces, myths perpetuated about workers with disabilities, and persistent stigma continue to restrict employment outcomes for people with disabilities.

Due to continued advocacy and education, more employers are considering the benefits of hiring people with disabilities. As more employees with disabilities enter the workforce and make meaningful contributions, companies are learning that hiring people with disabilities isn’t just the right thing to do – it’s good business. Here are four reasons why you should consider hiring people with disabilities as part of your business strategy:

Economic Advantage

Recently, data has become available that shows the real economic advantage that companies have when they prioritize disability inclusion. In 2018, Disability:IN and Accenture published a report that presented the business case for hiring people with disabilities. Using disability inclusion criteria, they were able to identify companies that were leading on disability inclusion compared to their peers.

In 2023, they published another report that highlighted the economic benefits of companies that led on these measures in their annual benchmark survey. The results made the business case clear – companies that led on disability inclusion realized 1.6x more revenue, 2.6x more net income, and 2x more economic profit than other companies that took the survey and were not identified as leaders. Additionally, leading companies were 25% more likely to outperform on productivity and received twice as many positive reviews pertaining to disability inclusion on Glassdoor compared to their industry peers.

Untapped Workforce

Widespread exclusion from the workforce cannot simply be attributed to people with disabilities not wanting to work – in fact, two-thirds of unemployed people with disabilities want to work, but could not find jobs. While many have a strong desire to work, there aren’t always opportunities to do so. In 2023, 60% of people with disabilities were not a part of the labor force, compared to 22% of those without disabilities.

There are millions of individuals with disabilities who want to work. With significantly lower employment rates, people with disabilities represent a huge potential for businesses seeking to hire for open positions – especially if they are willing to meet the needs of their employees with disabilities. During the COVID-19 pandemic, businesses recognized this potential. Between February 2020 and July 2023, the percentage of people with disabilities of working age who were employed increased from 31% to 37%. The increase in remote work opportunities removed some of the barriers present in in-person jobs, and businesses benefitted from the inclusion of individuals with diverse strengths and ideas.

Innovation in the Workplace

Companies that welcome a wide range of new ideas and approaches to challenges are naturally able to find success in a fast-paced economy. The inclusion of individuals with different backgrounds, identities, and life experiences can lead to innovation in the workplace, so long as you are willing to embrace diversity as more than just a public relations strategy. Building a culture of inclusion is more than just hiring individuals who have historically been underrepresented at your company or in your industry.

When individuals are truly valued and empowered in the workplace, they can bring their best selves to work, and this in turn promotes innovation. For example, a product may have features that are not accessible to some individuals with disabilities. An employee with a disability may be more likely to identify this barrier and propose improvements to ensure more people can enjoy that product – benefitting both consumers and the business.

Spending Power of the Disability Community

People with disabilities continue to be a growing market segment. In the United States, the after tax-income of working-age adults with disabilities is about $490 billion, comparable to the spending power of other major market segments. Additionally, discretionary income, the portion of income left after taxes and paying for essential living expenses, such as housing and food, for people with disabilities is around $21 billion – more than the combined discretionary income of the African American and Hispanic market segments.

Ignoring accessibility and disability inclusion means that your business may potentially miss out on a significant market segment. Companies that increase opportunities for employees with disabilities and ensuring products and services are accessible are more likely to gain the trust of those in the disability community, along with their families, friends, and allies. Companies looking to develop an advantage in an increasingly competitive market need to take action to ensure they are not missing out on the spending power of people with disabilities.

Take Action

Prioritizing accessibility and advancing disability inclusion is good for everyone, including your business! Even taking small steps to break down barriers for people with disabilities, like conducting an accessibility review of your website or reviewing your hiring practices, will show benefits for your organization.

If you are ready invest in disability inclusion, but don’t know where to begin, get in touch with Lifeworks today! We offer disability inclusion trainings and consulting to help businesses of all sizes get started. Click here to learn more about our disability inclusion services or get in touch with us today at ktramm@lifeworks.org or (612) 598-2104.