How Inclusive Hiring Reaps Benefits for Employers, Employees With Disabilities
It is no secret that for the last few years, we’ve seen the labor market go from bad to worse. The quit rate has been steadily increasing since the initial jump in March 2021, according to the U.S. Bureau of Labor Statistics. The most recent statistics show nearly 4 million individuals every month are quietly quitting. This is resulting in high employee turnover rates and labor shortages across the board. You’ve probably heard the name "Great Resignation" being thrown around throughout your organization, and that’s because nobody is immune to being affected by it, not even nonprofits.
Pointing fingers at the individuals who are switching jobs is easy, as they are the ones contributing to these increasing numbers. Instead, let’s focus on what companies can do to get employees to stay. I’ll fill you in on a secret to retaining talented, willing and committed employees: inclusive hiring. There is no better month than October, which is National Disability Employment Awareness Month, to share resources on how your company can learn and act on inclusive hiring.
Benefits to Inclusive Hiring
So, you may be asking why should you go through this process to hire someone with a disability? While it can be intimidating and confusing to navigate the inclusive workforce, just imagine how the thousands of people with disabilities feel when trying to obtain employment. Last year alone, the unemployment rate in the disability community was more than double that of individuals without disabilities. A big part is because so many employers don’t give them the chance.
There are many benefits to inclusive hiring. Studies show, on average, people with disabilities are two times more likely to outperform their peers, resulting in having higher shareholder returns. When compared to organizations with a low inclusion rate, inclusive companies outperform by 53%. According to the Disability Equality Index (DEI), hiring inclusively can help stabilize the current workforce environment. This results not only in higher profits, but it leads to higher employee retention and reliability, inclusive work culture, and enhanced company image. What more is there to ask for?
You are not in this alone. I know it can be difficult to adjust your practices, which is why Easterseals New Jersey developed a free Inclusive Hiring Guide to educate you and your organization on how to attract, recruit, hire and train individuals with disabilities to make the workplace accessible and inclusive for all.
And if you need more assistance, our job coaches and employment specialists have the skills and knowledge — whether that’s working with individuals to help them in their hiring process or walking you and your nonprofit through the steps needed to reach that point.
The Great Resignation is far from slowing down. Individuals continue to quit quietly, leaving labor shortages at an all time high, which is resulting in employers constantly looking for individuals who are ready and committed. Don’t wait to start hiring talented individuals who are willing and dedicated to join your team. Learn how you and your teams can become more inclusive in the workplace. Individuals with disabilities are ready to bring their skill set to the table, so be ready to allow them the opportunity to show you what they can do.
Inclusion works, so let it work for you.
A certified Six Sigma Black Belt (CSSBB) and Doctor of Business Administration, Dr. Cristina Jones boasts 20-plus years in hospital and healthcare leadership. As the chief program officer at Easterseals New Jersey, Cristina provides leadership over all programs and related services across the agency, including the intellectual-and-developmental-disability portfolio that includes five separate programs and 1,500-plus clients across the state. Prior to this, Cristina worked at the Children’s Hospital of Philadelphia (CHOP) for 10 years, where she held various leadership roles and was responsible for the oversight and accountability of all business, clinical, academic and research functions.